Performance Management - National HRD Network

Towards Effective Workforce:
An Insight Inside
Without indulging into any of corporate
buzzwords, we can simply discuss
about developing effective workforce in
organization. The word 'workforce', when in
use generally excludes employers or
management. Here, it implies to and
represent all the individuals associated with
organization. Employees are at the centre
of development. Human Resources
Development is being increasingly in the
focus; it definitely requires a harmonious
merging of employers' and employees'
orientations toward a direction, i.e., growth
& development. Organization when succeed
in unleashing and directing the latent
potential in its members enjoys a flourishing
period.
Employees' motivation & commitment
All of us agree that employees are the most
valuable assets in an organization. We can
see at workplace, employees that decide to
simply keep the pace versus employees that
choose to be motivated, committed workers
who give 100% in all they do. When you have
a workforce who is motivated and committed
to productivity, quality and stakeholders,
they have the fortitude towards learning and
high performance. They can deploy their
energy to accomplish their targets. Money
is not a strong motivating source. It has been
shown by many scholars and researchers.
McGregor's work can be recalled in this
context, he was of the idea that staff will
contribute more to the organization if they
are treated as responsible and valued
employees. Money comes under his Theory
X and it is rated as a poor motivator. Praise
and recognition are placed in his Theory Y
and considered as strong motivators.
The below figure (Fig.1) is about having a
workforce that is motivated and committed
Fig.1: Towards an effective workforce
towards productivity and quality, performing
on a platform where continuous learning
guided by values & organization vision is
seen as a culture. Sustained motivation
serves as a push factor towards learning to
maintain & improve performance. And,
sailing on the boat of continuous learning
brings in creativity and better ways to meet
the mutually shared objectives which in turn
make stakeholders happy. To carry on with
this fervor, we need to create an
organization culture that recognizes its
employees with both professional and
personal needs.
The idea of creating synergy in organization
can take us to where we want to be while
beating the rampancy of this competitive
age. We have to keep ourselves awake and
competitive. Being competitive means
keeping ourselves motivated and committed
to productivity, quality, stakeholders and of
course learning, guided by corporate vision
and sense of integrity. And, this zeal to meet
the challenges comes when there are
effective teams -Effective workforce-. Work
system and production depend on the
output of teams; hence, it is coherent to
address development interventions at team
level.
Targeting at team level
A team is a group of people working together
towards common goals that contribute to the
performance of the organization. But,
l
l
What if there is lack of well defined
goals?
What if there is no feeling of
togetherness in them?
l What if there are difficult feelings and
behaviors in team?
A Paramananda Chabungbam
l What if the members meagerly
understand themselves and others in
the team?
When peep into each of the above
questions, we can find many questions that
relate to individual values & behavior, work
process, work culture, leadership etc.
Continuous effort should be put to
understand members at individual and team
level. Effective team enables its members
becoming more creative, sociable and
productive. The journey towards effective
team may be tough. However, when
openness and togetherness are in place,
they serve as the platform to build up all
other characteristics of an effective team.
Members work in team, perform complex
tasks and require interdependency to
achieve certain targets, but they have
different backgrounds and personalities. It
is a challenge to bring openness and
togetherness. In the process, we may have
to confront with different kinds of feelings
and behaviors, especially, difficult feelings
and behaviors that make team less effective.
Mention may be made, feeling that dignity
is hurt (by humiliation, criticism, ridicule,
embarrassment, insult), feeling powerless
and dejected (being forced, pressured, overruled,
disapproved), cynical, skeptical, silent
and dominating behaviors.
Some behaviors may not look like
problematic but they plant infectious illseeds
and bring havoc in the functioning of
team. For instance, people generally
perceive that silent behavior doesn't give
any impact. It actually works against
openness, transparency and sharing of
information without which healthy work
culture is nowhere. Team leader can play a
key role in bringing congenial atmosphere
at work place. Discussions and meetings
can be structured in such a way that
everyone speaks out and dominating
members (if any) get less time to exhibit their
usual behavior. It is critically important that
everyone is involved and everyone
contributes. Members should have the
courage and the kind of understanding with
leader to give feedback and, team leader
should appreciate feedback from members.
We develop self-esteem and courage when
Paramananda Chabungbam A, Executive HRD | First Indian Corporation based at Hyderabad E-Mail: cparam@firstam.com
| HRD News Letter | March 2007, Vol.22, Issue:12 20|