What Is A Responsibility-Based Workplace Model?

What is a Responsibility-Based Workplace Model? A dramatic shift has been occurring in the nature of our institutions; in our families, schools, workplaces and communities. People used to think of the workplace in terms of the activities (behaviors) that employees needed to perform well. Managers used close supervision and structure to make sure staff performed their activities properly and the job of the employee was mostly to comply with this sort of command-and-control management. However, this system no longer nets us the results we once witnessed. Greater numbers of workers are apathetic and choose to disengage either partially or fully. Due to rapid changes in our culture, technology and our ability to connect to the entire global community, fundamental changes are underway. Workers are better informed than ever before and sense the shift in the general focus towards greater collaboration, mutual respect and democratic equality and they want in on these changes too.

Crucial Innovation As a result, the old ways of functioning in the workplace are no longer effective. A new way is required in which everyone in the organization must take greater responsibility for handling uncertainty and changes surrounding them. Today’s businesses are not simply about performing activities well; staff at all levels must learn to direct their own activities towards the business purposes. The worker’s role, then, must shift from passive compliance to proactive self-management. The manager’s role must change to accommodate a greater transfer of responsibility to others, including shared power, governance, flexible methods and innovation. Motivational requirements have changed. Self-management necessitates a deeper level of personal commitment than when operating by the old standard of compliance. Workers must now be committed to purposes they choose. The new model needed is also more psychologically demanding, with everyone exercising greater social interest, judgment and decision-making. Although wages, incentives, pleasing your boss and other extrinsic rewards remain important to your staff, it is clear that the new organizational model requires much more. Effective self-management depends heavily on intrinsic motivators – psychological rewards people get from self-management itself.

Intrinsic Motivation In order to open to intrinsic motivation, it’s important for many people to first recognize the limitations of the current models in place that have dominated thinking for centuries. Consequently, the first sessions of our program include significant information about the limitations and counter-productivity of using incentives, performance evaluations, rewards, competition and other hierarchical, control-based approaches in an attempt to effect positive change in your workforce. Additionally, we assert that at its heart, intrinsic motivation is not so much about what’s rational or what “works” in the moment of stress – it’s about passion and positive feelings people get from engagement in their work; it’s about sustained change. Passionate feelings reinforce or energize the self-management efforts of people and provide crucial fulfillment needed to keep them engaged. Building intrinsic motivation then, is about finding ways to enable and amplify meaningful feelings.

Related Articles

More On Du Ad Platform