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There are two aspects that boost the excellence in the culture of any organizations; they are an effective leader with a vision and a bonded organization of people. Thus, in general, there should be two primary programs, one that is designed for the managers and another for building teamwork amongst any company’s employees.
For the program that is designed for the managers, it should be able to touch the two aspect of leadership. After the training, the manager should be able to become both a transformational and a transactional leader. The program for the managerial leadership should be established through the models of House as was cited by Alonzo, stating that a leader should have 1) A Vision, 2) Willingness to Sacrifice, 3) Have confidence to his followers and 4) could build up the organization. However, the program designed for the employees, should be able to bring harmony among these people and be able to settle the differences among them.
In a story that was narrated by Alonzo, there was an emperor who was depicted as being less than any of his counter parts. Yet what was remarkable emperor was his ability to harmonize the differences of the advisers that surrounds him. It is said that a sturdy wheel will break easily as compared to a wheel with spokes that is harmonized by the spaces between them.
Employees should be able to receive building exercises that ultimately reflect their roles in the company. This is the same aspect being dealt with in SMART where employees are made to believe that they have a purpose to do their best in making SMART the leading mobile company in the Philippines. The “Pag-ibig Fund” was able to do the same thing for its employees by giving them a clear vision of being able to provide adequate housing services for every Filipino.
For the technical side of the management leadership program, there should be a comprehensive training on The Project of Feasibility Study Making. A background on PFS would enable managers to easily find the “need” in any situation their company is in. PFS would also be their tool in building a framework of goals that is congruent to the company’s vision. The program should also include Management by Objective (MBO) and a Reflective Exercise on their roles as managers of the company.
Unfortunately in such programs is the possibility of it being too standardized. A program should foremost be flexible enough in adjusting to the need of the people being trained.
Another concept of the employee-teambuilding program, are communication skill exercises, which should be emphasized. Employees should also be bonded and act as an organization in whatever undertaking they are involve in. Every one of them should be trained to become Facilitators thus being equipped with the capacity to listen and understand his co-employees. Orientation Trainings regarding the Company’s Vision, Mission and Goal should also be integrated in the program.
The downside of such program could be the time frame for its implementation. It should not be longer than two weeks so as not to delay company processes or it should be held during idle seasons of the company. Programs that will bond people as an organization will prevent the company from acquiring what Victor Thompson calls as “Bureau-sis” which is a “disease” brought about by the bureaucratic transformation in many organizations.
Finally, all programs that are made should be Principled-Centered; more so should be God-Centered… that in itself is the best kind of Program that will give any organization the boost it needs.
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TOPH
Since 2003 I've been an active contributor of Panorama. I am grateful for this online magazine for allowing individuals to be able to share their ideas and expression to other youth across the globe. Exchanges of ideas and aspirations leads to empowerment and spark of inspiration.
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