The reality and organizational dynamics are different today, this is a fact, that today many managers are still assimilating it, on this journey they continue to manage as they did in past times, this creates a strong shock in many aspects of the internal organization, This impact in most cases is reflected in the financial figures of the organization, as well as in the turnover rate.
In my case I think that the manager is a professional who acquires the commitment to update his knowledge continuously, the same day he begins to exercise his responsibilities as a leader, this apparently is not very clear for a number of people who exercise this role In today's organizational dynamics, it is truly distressing to find these cases where, basically, they continue almost into the era of Frederick Taylor's scientific management, where they try to adapt people to a particular uniform role in a structure, and the manager becomes ensures that they meet their goals in a measurable way, with an emphasis on steps, processes etc.
The model of managing organizations today carries a great load of comprehensive, balanced and humanistic thinking, which has a great impact on the behavior of many people who see today as the continuity of yesterday, and this dear friends is a BIG MISTAKE, We are experiencing enormous technological changes, paradigm shifts, generational issues, needs, new approaches regarding the place of human talent in the organization, among others, which undoubtedly affects the lives of many people in the entities.
An essential element today for managers to know, is the ability to generate well-being to the human talent that makes life in the organization, and I do not mean the mere monetary fact, as in the era of modernism it was conceived, the manager must always go further and do what is within their reach to create and maintain an adequate organizational climate based on well-being and a win-win action and for this we must pay attention to the existing needs of the collaborators, in this sense Robbins (1999), tells us that:
“The needs of the workers direct their labor conduct; These needs must be taken into account by the organization as a point of importance, since the more motivated the workers are, to the same extent their efficiency will be maximized in achieving the organizational objectives ”
We must develop and apply effective workplace wellness programs, where real needs of everyone are taken into account, these programs will greatly help to achieve that the organization has an adequate work environment, motivation and a satisfactory quality of work life, which will be reflected in the levels of productivity, will help to decrease resistance to change minimizes levels of turnover, negativism and other attitudes that affect the organization's labor relations, operations and strategies. These programs must contain activities that aim to generate a sense of belonging, development plans, good communication, respectful treatment, making work more pleasant, productive and joyful. A company that has a harmonious work environment will have many more achievements than one not.
The well-being of our people in the organization is essential, just as it is essential to satisfy the needs of our external clients, it is essential to have aspects related to our internal clients, let us stop directing based on fear, punishment, selfishness, to indifference and welcome new ways of leading, aligned to the win-win relationship and being part of everyone's progress in the organization.
Let's see organizations as centers of development opportunities, all this also based on balance, we do not want to go to extremes either, everything taken to extremes, ends in crisis, my main proposal is that we have a better relationship with our colleagues, a culture oriented to the support and evolution of all, fostering closer relationships, trust, commitment, respect, willingness to help, analysis of situations in a particular way because each organization has its world, I am sure that we can find ways to increase the level of well-being in collaborators if only we do not propose and change some paradigms.
Let's finish understanding that people in organizations are not machines but human beings, just as they are, the great managers of the entity (executives), and as such we assume this reality to act appropriately aligned to the generation of well-being, among We can all achieve great things, but for this we need reflection and action, leave that archaic way of managing and immerse yourself in the new reality, do not continue to deprive your organization of the great benefits that this provides, become a generator of well-being and productivity in the organization and not an obstacle to its evolution.
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If you want to know more about how to have a management that takes into account the generation of well-being, do not stop reading my book Elastic Management, we will continue to communicate.
Author: Lcdo. Michael Aular - Micdan Consulting
Twitter: @Micdanconsultin
