Passive-Aggressive Organization

“Even one bad apple can not only spoil, but destroy the barrel”.

In a passive-aggressive organization based on my quick googling (Mga 1,640,000 Na resulta 0.34 segundo) lets see the 7 Traits of a Highly Passive-Aggressive Organization.

1. Senior management leaves unclear lines as to where accountability lies.

2. Employees put forth only enough effort to look compliant.

3. Managers are absolved for almost anything they do.

4. Employees wait interminably for a "project go ahead," and then their actions are accompanied by a sea of second guessing.

5. To learn, to share and to achieve are actions that are not encouraged.

6. There is either too much or too little control at the top.

7. Employees can't understand why their promising projects can't get traction.

Source:

(http://www.hospitalimpact.org/index.php/leadership/2007/04/23/the_passive_agressive_organization)

1. Senior management leaves unclear lines as to where accountability lies.

-these will lead to decisions that will later on be overridden by higher authority and if it fails the blame will be on someone else because there is no one who is really in charge for the course of action to be taken.

2. Employees put forth only enough effort to look compliant.

-Too many excuses why the task was not done in time or making complaint why the task was given to him or complaining if this task is really a priority.

3. Managers are absolved for almost anything they do.

- Manager is always right with their decision on all cases. They are free from guilt or blame or their consequences with their actions.

4. Employees wait interminably for a "project go ahead," and then their actions are accompanied by a sea of second guessing.

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5. To learn, to share and to achieve are actions that are not encouraged.

-Employees were working to do best and yet there are no even a reward once the job was completed or even a recognition where their work. Sometimes for us even the smallest congratulation will mean something to you. Right?!

7. Employees can't understand why their promising projects can't get traction.

- sometimes when somebody present a better idea or suggestion it seems that the top management seems to accept the suggestion but sooner or later it will not be implemented or be followed and you will wonder why. Because maybe there is something else happening behind close doors meeting.

Of all the facts and observation about this passive-aggressive organization though these 7 traits of being a passive-aggressive organization actually occasionally occur in my organization but still I cannot tell that my organization is a passive-aggressive organization and I think this is the same problem with other company because we cannot really get rid of the bad apples during when we harvest the apples from the tree. This type of organization can be easily cured by selecting those spoil apple before it starts to spoil the remaining good apples in the basket.

Organizational Empowerment-[for the betterment]

Once said "Never tell people how to do things. Tell them what to do and they will surprise you with their ingenuity."- This phrase what I always remember about the word "empowerment". Empowerment is defined as "the freedom and the ability of employees to make decisions and commitments. We know that a good manager is expected to assist employees to improve job success by supporting, training, leading and giving advice but I think the power that managers have should be shared also with their employees with confidence and trust that will give their employee an inspiration, and support to their company. In other words, it means giving employees the authority, opportunity, and motivation to take initiative to solve organizational problems on their own power.

Now, let’s that a look on the actual settings we have in our own organization we are in now. Are we an empowered individual employee?! Well me I think I am because based on our daily routine we are given a freedom to do our task and take corrective actions whenever problems arise, applying changes whenever necessary. And I think this is the same almost with other organization in Mindanao Companies and Organization/Institutions. This is because the upper management is so busy also with their task at hand. So, being an empowered employee it gives us the ability and the opportunity to become a self-reliant. As a result the company’s overall output increases as their employee become more effective in their work assigned.

But empowering employees also pose some issues. The empowered employee also tends to abuse their given temporary powers by doing things beyond the interest of the company or institutions. (dami nyan dito sa pinas) or since the empowered employee has the autonomous to do their work they tends to become relax and forgot their primary task.

Knowing the pros and cons of idea of empowering the employee it is still a big factor that the management still has a check and balance mechanism to make sure that the flow and order or the temporary power given the employee will not be abused.

So, let’s empowered our employees and let’s draw out the best in them.

Thoughts on Organizational Analysis

For many years, Business Institutions and Organizations struggles to be the best in the business sector they are in. Producing and developing plans and business strategy to gain strategic advantages over their competitors. Business establishment battled to standardizing their processes and even automating their processes. I believed the organization's success depends on innovation, make innovation a strategic imperative and even incorporating a mandate for innovation into their organizations' mission statements. For a business to grows, it is very important for the owners to analysis its organization/business. Set Visions and Missions to have a concrete direction of progress. Set attainable Goals as key indicators that we are moving in achieving the Vision and Missions of the company or business and in this matter for me, I think Information Technology has a great influence in Organizational Innovations in exploring new ways and finding solutions to many problems an Organization is facing.

But knowing all this fact, the question now is how can we applied this to our respective institutions or organization we are in. Maybe I'll just start with internalizing and believing to our Vision and Mission of our company. Knowing why our institution exist and what we are trying to accomplished as employees to this institutions or organizations. I think doing that gives us sense of what we are trying to do everyday aside from working to have money to spend or support our responsibilities to our family.

Employees as like the heart and souls of a business establishment or company. guided and bounded by the MISSION and VISIONS of the company set forth. They where the one you will determine the success and failure of the business. Aside from the fact that the employee has the responsibility to do his/her task or job assigned that is why we need to work as hard as we can but I rather do this because this job that I have is the one of the primary source of my income I needed for day to day spending. If your company is doing a good job then for sure all of the employees in that company will have a taste of that success also.

Organizational Change

Managers Vs Leaders

Last time I had this in our class we had a great debate regarding this idea MANAGERS vs LEADERS. As the businesses now a days are battling for success and dominance, comes the need for the business owners to hire people who can manage and lead the growing companies, but this growing need also raises some potential questions: Can anyone become a leader or a manager? Is there a difference between the Managers and Leaders? Can people be trained to become leaders or managers? Just like many other questions that might be asked in business; these questions have no definite answer. But before we go into details about Manager and Leader let's begin first by acknowledging the definitions of the two root words; the word manages means to handle, where as the word lead means to go. Similarly as the two words have different definitions, they also have different purposes. Some said, "Any company that cannot imagine the future won't be around to enjoy it." Therefore before any manager or leader can affect changes in their business they have to do what describes as visioning; they must mentally look into what they want to see as the potential outcome of any given situation.

Managers are concerned with the problem at hand. They focus on what has to be done. Leaders on the other hand, notice what has to be done, but spend their time figuring out how to get it done. Managers vision the destination; leaders vision how to get there. To be an effective leader it is important to focus on the gritty details of a situation, look for opportunities and how to achieve them. Visioning cannot be taught but can be developed. Suggests people start from the end and works backwards, or thinks to them "what will this team accomplish because of me?" Leadership is all about taking an organization to a place it would not have otherwise gone without you, in a value-adding, measurable way. When you vision, you think your way into a situation and it... Leadership can be seen as performing the influencing function of management, largely involved in goals setting and motivating people to achieve them. Leaders decide ‘where we are going’ and influence people to take that particular direction, rather than describe ‘how we are going to get there’. Inspired leaders are not necessarily good organizers and excellent managers. The most effective managers are also leaders, and the quality of leadership has become and increasingly important part of management ability.

“Managers are people who do things right and Leaders are people who do the right things”

Being a leader requires having passion, authenticity, integrity, and ethics as the foundation to become an effective leader upon which we lay the basis to bring out change. And these are personal choices, not simply what we come to know by studying about leaders.

Ok. Let’s ask our selves, what is our role in our institution we are currently connected right now? Are we a leader or a manager? In answering this, let’s not forget being a Leader or a Manager doesn’t attach to a particular position. It means it’s somewhat a characteristic of you. Are we a person that do the things right?! Or a we a person that always find a new ways to do the things right.

I think these two characteristics cannot be compare which is better because these two characteristics have two different task and responsibility to take care of. Rather than finding what is better between the two I think it is nice to make these two as a compliment characteristic to make us a better employee in our Institution today. So simply, become a Manager in your respective departments or sections and be a leader for your co-office mates and co-workers (Easier said than done :).

But now a days we are so busy in our personal life as well as to our busy schedule in work, we have a little time to take some new or try to implement innovations in our respective institutions unless it requires to do so. So being a manager and a leader is in you, its about your willingness to become a leader or a manager. Even in our busy schedule lets not still forget our responsibility to contribute in the development of our institutions. Every little thing we do it helps.