Productivity And Efficiency
1.The productivity and efficiency of
an organization be it government or private sector is dependent to a large
extent on the performance and achievement of the Middle Management group. These
group of people are reckoned as the backbone of an organization. The higher the
initiative, innovative and creativity of
employees in this category, the higher, the more successful, effective and
profitable will be the organization.The same goes otherwise. The downfall of an
organization is to a large extent due to
the low level of productivity, efficiency, imagination, initiative, innovation
and creativity of every level of employees, especially in the Middle Management
group of the organization.
2.It has become the norm for a boss
at the Middle Management group to be assertive and conceited. More so if they
have high qualifications the likes of MBAs, ACCAs or PhDs and with titles like
Sir or Dato’. They not only want to look smart and shrewd but they are making it
difficult for others to relate to them. The more egoistic they are, the more
difficult for others to understand them.
3.Others are always at fault. A
simple thing becomes complex. A small issue becomes big and is exaggerated. They
speak in a sophisticated manner of language, difficult to comprehend. They babble
a lot but its more for their own ears and understanding only. People are laughing
behind their backs. When writing they used a difficult language to convey the
message. People do not really appreciate and understand what they wrote. During
meetings, they are the only ones talking. Other people’s ideas and suggestions
are not encouraged, not taken heed of
and most of the time ignored. The employees felt that things are
becoming more complex, complicated especially those things that affected them
most. The employees perceived them as play acting smart and not creative
either. Just a show off.
Reality
in Life
1.As
the boss, they are the ones that created the awkward working environment. Though
the employees may be wary and scared, they are actually disrespectful of him. The working culture has
stiffened. The environment at the workplace becomes routine, no excitement, no
initiative. Nobody looks forward coming to the office anymore. All employees
and workers are doing their routine work. Report for work at 8 am in the
morning and go back at 5 pm. The 8 to 5 work culture has been their practiced. No
motivation to work extra hours. No effort made to improve the efficiency and effectiveness
of the working culture.
2.As
the boss, they spent most of the time in the office. Seldom if ever, they
interact with the employees. They are very comfortable with such work routine. Not
only employees and staff become non innovative, even they themselves are non
creative and innovative as well. They are only creative on matters relating to
their hobbies only. If its golf, then golf will be their topic of conversation
and research. If its fishing, then fishing will be the topic for the day. They continued
non stop to talk about golf or fishing to whomever they meet.
3.As
a boss, they might have gone back later than other employees. Routinely they
probably left the office at about 9 pm. However, there is nothing new that they
introduced to increase the productivity of the organization. Looks like they
have some similarities with the Korean or Japanese Executives. For the Korean
or Japanese Executives, they will only head for home at about 11 pm in the
evening. If they go back earlier than 8 pm, their wives will be worried for
fear their husbands have fallen out of favor with their bosses. In reality even
though they go back late, they are not practicing the working culture of the
Koreans or Japanese. They spent more time browsing the web and doing research
on their hobbies or sometimes making preparations for the next day’s meeting
just to impress their top boss. They spent more time on their personal grooming.
They work hard to attract their own boss’s attention but they do not put in the
effort to increase the productivity and effectiveness of the organization nor
do they try to improve the working environment and the morale of the staff.
4.They
are also adopting the attitude of, “why should we be different than the others.
If the boss says so, just follow what the boss says. We’ve done our best and
the rest is up to him”. They are not focusing on their work. They work hard
just to impress and be in the good books of the boss.
5.They
are trying their best to defer or avoid making decision. If possible they want
other parties to make the decision on their behalf. They consult too many
parties to arrive at a simple and straight forward decision. They are avoiding
and reluctant to take the risk and responsibility. They are too scared that should their decision be wrong then the
blame will be on them. They want the blame to be shared with other parties or
put the blame entirely on others.
Tips
1.People
respect us not because of our education, title, status or position. People
respect us not because we look smart, difficult to be close and relate to, very
calculative, difficult to make an appointment, look snobbish, deceiving or complex.
2.People
respect us because of our intelligence, smartness, trustworthiness, speedy action
in problems solving, effectiveness in resolving complex issues,
willingness to listen to complaints and
grievances, politeness and mindful of our manners when greeting people giving
them our full attention.
3.People
respect us because we are decisive, quick to react but with painstaking move.
People respect us because we are meticulous, impartial and rational in our
judgements. People respect us because we are smart, able to break down
complicated issues into simple, understandable and easy to implement solutions.
4.People
respect us because we created an environment that encourages positive changes, encourages
new and creative ideas. People respect us when we acknowledged the new and innovative improvements to the existing system. People respect us when
we assimilate ourselves in brainstorming, team-working and activities that
encourages creativity.
5.People
respect us because we are appreciative of every comments made and feedback from
the organization’s stakeholders. Our stakeholders are the employees, bosses,
shareholders, clients, customers and of course the general public. People
respect us when we are ever willing to offer assistance, lend support, give motivation,
provide leadership, coaching, sharing of experiences or guidance to the stakeholders
whenever required. We are part of the team. We are open, accountable and
transparent in our work as well as towards the organization’s stakeholders.
6.People
respect us when we are efficient and timely in achieving our KPI. People
respect us because we are simple, approachable, friendly and humble but firm in
our decisions and actions. People respect us when we do not advocate
complexity, difficulties, impossibilities and impediments.
7.It
looks as though too many things need to be done in order to be a good, respectable
and smart boss or manager. But all of these qualities are achievable. All of
these qualities will automatically be part of us once we are efficient, sincere
and honest in our work. All of these qualities will be part and parcel of our
management style, work attitude and working culture. To ensure this we should always
be positive, think big dream high and have a strong heart.
No comments:
Post a Comment