View
214
Download
0
Category
Tags:
Preview:
Citation preview
The Executive Inertia Effect: ENHANCING MOTIVATION &
IMPROVING ORGANIZATIONAL CLIMATE
Debyii L. Sababu-Thomas, Ph.D., PresenterHoward University
May 5, 2011
EEOC Executive Leadership Conference
Introductions & Objectives
Part I Back to Basics: Leadership Lessons
Part II Understanding Inertia:Organizational Perspectives
Part III Improving Organizational Climate:Climatic Conditions and Concerns
Part IV Enhancing MotivationMotivating, and Motivated
Part V The Executive Inertia EffectExecutive Decisions – Organizational Destinies
Summary and Conclusion
Overview of Session
Back to Basics: Leadership Lessons
PART I
Leadership is one of the most observed and least understood phenomena on earth.
James MacGregor Burns
Definition(s) of leadership
The process of influencing the activities of an organizes group
toward goal setting and goal attainment (Stodgill- 1950)
The process of influencing individuals and groups within an
organization, helping them in the establishment of goals and
guides them toward achievement of those goals thereby allowing
them to be effective (Navahandi, 2003)
The process of utilizing human (symbolic) communication to modify
(influence) the attitudes and behaviors of others in order to meet
shared group goals and needs . ( Hackman & Johnson, 2009)
Part I Back to Basics: Leadership Lessons
Four themes common to all definitions
1. Exercise of influence
2. Process
3. Group involvement
4. Collaboration
Part I Back to Basics: Leadership Lessons
“Great Man” Theory Trait Theory Functional Theories Styles Theories Situational Theories (Contingency) Behavioral Theories Participative Theories Management Theories (Transactional) Relationship Theories (Transformational)
Theories of Leadership & Management
“Leadership is about how you use the influence and trust that people grant you to define necessary change and chart the future direction of the organization. Management is about how you earn that influence and trust in the first place.
Management is how we demonstrate our competence, business acumen and organizational ability. Management is how we show that we will be fair, inclusive and trustworthy in the way we use power.
Most important, the way we manage establishes the standards of ethical conduct to which we hold ourselves and our teammates. “
(Kenneth D. Lewis, Former Chairman and Chief Executive Officer at Bank of America )
Leadership & Management
Management vs Leadership
Daily Actions that influence Long-term Effectiveness
Long-term Objectives that impact
Daily Productivity
Planning Budgeting Organizing Controlling Supervising Staffing Problem-solving
◦ Vision◦ Initiation◦ Direction◦ Motivation◦ Delegation◦ Mobilization◦ Establishing◦ Coordination◦ Decision-Making
Traditional Managerial/Leadership
Styles
◦Authoritarian◦Laissez-Faire◦Democratic
Emotional Managerial/Leadership Styles
◦The Visionary Leader◦The Coaching Leader◦The Affiliative Leader◦The Democratic Leader◦The Pace-setting Leader◦The Commanding Leader
Golman, Boyatsiz & Mckee (2004)
Understanding Inertia: Organizational Perspectives
PART II
Scientific-
Inertia is Newton’s First Law of Gravity. It
is the tendency of a body to stay in motion while
in motion or at rest while at rest unless acted
upon by another force
Definitions
Organizational Inertia-
Organizational Inertia is a property by virtue of
which the organization remains in its pace constantly. It
will be moving in all dynamics with a same speed.
Some times it may also appear that the whole
organization is just static and not moving at all.
Dayanand L Guddin, (2010) BOBST Inc. India
Definitions
Insight
Action
Psychological
Managerial models
Learning
Structural
Types of Organizational Inertia
Directional
Time-based
Descriptive
Multi-level
Characteristics
Improving Organizational Climate:
Climatic Concerns and Conditions
PART III
“The climate of the organization is more crucial than are communication skills or techniques
(taken by themselves) in creating an effective organization.”Charles Redding, Pursue University, 1972
Climate is the name for the general conditions of temperature and precipitation for an area over a long period of time.
The climate of a region is determined by three basic factors: temperature, wind and precipitation
Climate – A meteorological look
Organizational Climate is defined as the recurring or sustained patterns of behavior, attitudes and feelings that characterize life in the organization. (HR Cite, 2009)
Climate – Organizational perspectives
The relatively enduring quality of the internal environment of the organization that a) Is experienced by its membersb) Influences the behavior of its members andc) Can be described in terms of the values of a
particular set of characteristics or attributes of the environment.
(Taguiri and Litwin, 1968)
Climate – Organizational perspectives
The internal emotional tone of an organization based on how comfortable organizational members feel with one another and with the organization
(Kreps, 1990)
Climate – Organizational perspectives
Factors that affect organizational climate Organizational perspectives
Involvement
Co-worker Cohesion
Supervisor Support
Autonomy
Task Orientation
Work Pressure
Clarity
Managerial Control
Innovation
Physical Comfort
P. Sadasivinu
Two Types of Organizational Climate
Defensive Supportive
Discourages flow of information
Evaluative Manipulative Indifferent to needs of
others Superior Special privileges
Encourages the flow of information
Descriptive and Non-judgmental
Spontaneous Empathic and
concerned Egalitarian Provisional
Gibbs, (1999)
SupportivenessCredibilityOpenness
Participatory Decision MakingEmphasis on High Performance Goals
Characteristics of the Ideal Supportive Climate
Enhancing MotivationMotivated and Motivating
PART IV
“Managers (Leaders) should always remember that in many cases, they cannot motivate subordinates because only they can motivate themselves.
However, even in these cases, managers can foster the conditions in which it is easier for people to motivate themselves.”
(Stephen Condrey, 2010)
Definitions----
Motivation (Psychology)
MOTIVATION is an internal state or condition (sometimes described as a need, desire, or want) that serves to activate or energize behavior and give it direction
internal state or condition that activates behavior and gives it direction;
desire or want that energizes and directs goal-oriented behavior;
the arousal, direction, and persistence of behavior.
Huitt, W. (2001). Motivation to learn: An overview. Educational Psychology Interactive.
Definitions
Motivation – (Business)
Motivation is the ability to change behavior.
It is a drive that compels one to act because human behavior is
directed toward some goal.
Intrinsic- comes from within based on personal interests, desires,
and need for fulfillment.
Extrinsic (external) factors such as rewards, praise, and
promotions also influence motivation.
Encyclopedia of Business and Finance
Content Theories
Maslow’s
Herzberg’s Two-Factor Theory
McClelland’s Needs Theory
Models of Motivation
Process Theories
Vroom: Expectancy Theory
Adams: Equity Theory
Lock & Latham: Goal Setting Theory
Reward Systems
External and Tangible Rewards
Inner Satisfaction and External Inducements
Models of Motivation
QWL (Quality of Working Life)
Job Design
Job Characteristics
Strategies for Motivating Employees Use goals Ensure that goals are
perceived as attainable
Individualize rewards Link rewards to
performance
Check the system for equity
Use recognition Show care and
concern for employees Don’t ignore money
Robins and Coulture, 2007
The Executive Inertia EffectExecutive Decisions & Organizational
Destinies
PART V
Executive Insight….
The Effective Executive….
Warren Bennis once said that “Leaders are people who do the right thing; and
managers are people who do things right.” But
Peter Drucker asserts that
Effective Executives Do the Right Things the Right Way!!
Executive Insight….
The Effective Executive….
Effective Executives Do the Right Things the Right Way!!
1. Ask what needs to be done2. Ask what’s right for the organization3. Develop action plan(s)4. Take responsibility for decisions5. Take responsibility for communication6. Run productive meetings7. Think “We” not “I”8. Lead with humility and trustworthiness
Executive Insight….
Effective Executives Recognize the
Qualities that Employees Want Most
To work for efficient managers To think for themselves To see the end result of their work To be informed To be listened to To be respected To be recognized for their efforts To be challenged To have opportunities for growth
Executive Insight….Effective Executives Recognize their
Top Ten Deal-Breakers
1. Negative and condescending attitudes2. Refusing to affirm employees.3. Keeping knowledge to oneself4. Being unorganized and reactive5. Not trusting of others6. Being judgmental and overly critical7. Limiting employee participation 8. Taking credit for other peoples work9. Providing little direction or goals10. Making work monotonous, mindless & miserable!!
Executive Insight….Effective Executives Recognize their
Top Ten Destiny-Makers1. Notice each individual 2. Be personable: Say Thank-you, even a smile
can make a big difference.3. Make staff feel respected and valued4. Share your experience and knowledge5. Be confidence about people.6. Be honest and trustworthy7. Don’t take personal credit for their success8. Create a blame-free culture9. Set developmental goals10. Make work meaningful!!
Executive Insight….Effective Executives
1. Produce the Inertia Effect2. Enhance organizational climate3. Motivate their employees and themselves4. Always take time to learn more about
themselves, their employees, their organizations and their communities
5. Make the difference betweenGood and GREAT Organizations
Questions, Comments &
Conclusion
Recommended