Engaging Employees Commitment For Better Changes



Almost all organizations formed to deliver their goals into reality. They have been framed, structured, and fulfilled with the best employees they recruited. Talking about the organizations is a million theories that focusing about three issues, the organization itself, business process and human resources.
This time we’ll focusing human resource chapter, majoring about how engaging employee commitment and drive their energy into a better performance to achieve the organization goals. Commitment are essential to management. They are the means by which a company secures the resources necessary for its survival. Investors, customers, and employees would likely shun any company whose management refused to commit publicly to a strategy and back its intentions with investments (Donald Sull: Managing by commitment, https://hbr.org/2003/06). Commitment doesn’t always rely on manager hand. It should be embedded on every member of organization, employees. Once someone entered the organization, he/she will morally bound to maintain the organization reputation and supporting their improvement.
Commitments are powerful tool, a fact that everyone can be fail to acknowledge and easily lose sight of. Manager should understand the nature and the power of their employee commitment can drive them more effective and efficiently throughout the company’s life cycle. Therefore, commitment should be managed.
Wendy Soon gives us 8 simple step we can follow to build a great, committed team( 8 simple steps to build a great, committed team, http://vorkspace.com/blog/index.php/8-simple-steps-building-great-committed-team):
  1. Know their expectations and needs, we need to know who’s your team, what they are looking for and what they need, why they are working with us at our company/ department, find out their short and long term career goals;
  2. Set Clear expectation from the start. Communicate your goals to the team as early as possible. Let them know from the first day what they are expected to do and achieve. Making the goals clear would help them set directions and allow them to self-gauge how they are performing to your expectations;
  3. Set bite sized goals. Big goals look impressive, but they are intimidating to work towards. One look at it might lead to an immediate desire to give up because it looks completely impossible. Instead, in combination with big goals (to inspire), set bite-sized goals to help maintain your team’s morale as you work towards that large goal. aving smaller, achievable goals makes the job less intimidating, and will help keep up the morale of the team;
  4. Train appropriately. Teams cannot be great at their job if they don’t know how to do their job correctly. Check that your team members are equipped with the appropriate skills. If not, make arrangements to train them up accordingly;
  5. Ensure effective communication. Effective communication between team members avoids frustration. It’s not just important for communication between you and them, but also amongst themselves;
  6. Go social. Great teams also have a sense of belonging. When team members enjoy working with each other, they are usually more satisfied, and less likely to want to switch to a different job;
  7. Foster a culture of collaboration. Make sure that people are compensated for collaborating, and not competing with their teammates. Make sure your team members have the right attitude towards one another;
  8. Reward regularly. Everyone likes to feel appreciated. Make sure your team members know you recognize their efforts. This can be monetary, non-monetary – or even better, both.


For sum, if an employee is affectively committed to their organization, it means they want to stay at their organization, they want to take part developing their organization as their career growing too. “The speed of the boss, the speed of the team” (Lido Anthony, an American automobile executive best known for spearheading the development of Ford Mustang and Pinto cars). Have a nice try

Komentar

Posting Komentar

Postingan populer dari blog ini

Politik Domestik dan Pembentukan Strategi Kontraterorisme

Politik  domestik  merupakan  variabel  yang  menentukan  dalam mempertajam pilihan strategi dan kebijakan suatu negara dalam  isu  keamanan khususnya  isu terorisme.  Faktor  domestik  ini  menjadi  faktor  yang  sangat menentukan  dan  penting  karena  kedua  aspek  ini  dapat  menjadi  hal  berpengaruh besar  dalam  pilihan strategi kontraterorisme AS di Indonesia  di  bidang  keamanan.  Karena  variabel  domestik  sendiri  saling  berebut  pengaruh  yang  dapat mengerucut  dalam  konstelasi  politik yang berdampak tidak hanya domestik namun juga internasional,  sehingga  pemerintahan  AS perlu mempertimbangkan  dengan  cermat  dan  hati-hati  agar  strategi yang  telah diputuskan  tidak merugikan  pihak-pihak  tertentu  yang  dapat menghambat dalam implementasi Global War on Terror di Indonesia maupun dinegara lain yang mengancam tujuan dalam perumusan  strategi pemberantasan terorisme itu sendiri oleh AS. Perubahan  global  yang  terjadi  sejak  berakhirnya  Perang  Dingin, me
Baca selengkapnya

Tehnik Pengambilan Sample dalam Penelitian

A.Umum Dalam hubungan populasi dan sampel Prof.Sutrisno Hadi MA, menjelaskan bahwa sampel atau contoh adalah sebagian individu yang diselidiki dari keseluruhan individu penelitian. Agar lebih objektif istilah individu sebaiknya diganti istilah subjek dan atau objek. Sampel yang baik yaitu sampel yang memiliki popolasi atau yang representatif artinya yang menggambarkan keadaan populasi atau mencerminkan populasi secara maksimal tetapi walapun mewakili sampel bukan merupakan duplikat dari populasi. Objek Penelitian sebagai sasaran untuk mendapatkan dan mengumpulkan data disebut Populasi. Namun dalam kegiatan penelitian untuk menjangkau keseluruhan dari objek tersebut tidak mungkin dilakukan. Untuk mengatasinya dipergunakan teknik sampling yaitu prosedur untuk mendapatkan dan mengumpulkan karakteristik yang berada di dalam popilasi meskipun data itu tidak diambil secara keseluruhan melainkan hanya sebagaian saja. Bagian dari populasi tersebut disebut sampel yang dianggap dapt mewakil
Baca selengkapnya

Grand Strategy Making Process

Sebagian besar teori realis hubungan internasional berasumsi bahwa Negara mengejar kepentingan nasionalnya dengan melindungi keamanan negara mereka. [1] Bagi Thomas Hobbes, keamanan adalah alasan yang fundamental bagi seseorang untuk tidak mengindahkan hak asasi mereka dan setuju untuk diatur dalam sebuah wilayah yang bernama negara. Di sisi lain, pandangan Weberian menganggap bahwa negara sebagai sebuah entitas yang memiliki monopoli legitimasi penggunaan kekuatan militernya untuk menjamin keamanan warga negaranya. [2] Ketika sebuah wilayah atau negara diserang, respon pemerintah dalam menghadapi serangan secara serius dinilai sebagai bentuk pencitraan dan dapat digunakan untuk alasan pemilihan umum. Strategi keamanan nasional adalah subyek yang luas mencakup sinergi kekuatan tempur, terkadang dipenuhi intrik, samar dan berubah pola. Dalam pengertian yang sederhana strategi adalah serangkaian rencana aksi yang diupayakan untuk mencapai tujuan dan sasaran. [3] Secara khusus, isti
Baca selengkapnya