At the moment the most common disappontment expressed by senior managers and business owners is that their employees / subordinates do not take ownership of the organisational processes.
As mentioned in earlier posts there are many reasons for repulsing the organisational decisions by the employees.
The business owner / senior manger must find ways to get commitment rather than compliance from the employees, if the managers want the employees to take ownership of the organisation.
Commitment is not compliance! It is not Loyalty! It is not involvement!
Compliance is seen when a manager orders the subordinate to do something and the latter carries it out.
Loyalty is a willingness to remain with the organisation.
Involvement is participation and intrest in the job minus dedication to something higher.
What is commitment then?
In Ken Matejka's words , Commitment is the act of being physically, psychologically, and emotionally impelled. It means the worker gladly gives up other options and makes the task the top priority in his life.
To get commitment from others in the organisation, the manager / business owner must turn into a leader. Commitment is a scarry term: people will be afraid of losing something or of getting harmed. Only a leader can remove that fear and show a reason to care for the organisation. Once an employee catches the big picture, the orientation towards the task changes dramatically and the ownership of the task is claimed. A clear, exciting organisational vision inspires people to commit their talents and energy to make it happen.
The maintenace of the ownership by the employees depends on the leading posture taken by the manger and the quality of rewards to the employees. This is yet another tool in making the employee own the task. I shall blog on it another time.
contributed by Sasikanth Prabhu
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