Dr. Gerhard van Rensburg, see his site here, notes that power is becoming increasingly decentralised in the modern work place. As a trend, employees have a decreasing belief in authority and are increasingly independent in their thoughts and beliefs. In this article, Gerhard argues that such independence in employees is at once an opportunity for employees to passionately and creatively commit but at the same time it is a challenge to leaders to get the balance right between necessary structure and the freedom which enables such independence.
According to Gerhard, the leader who gets this balance right will emphasize the necessity for compliance to satisfy the key organisational requirements. To achieve this the leader must institute organisational structures which enable clarity, which focuses energies. Along with this the leader must implement the principle of stewardship where individuals in the organisation denounce entitlement such that they have the capacity to concern themselves with the vitality of the organisation. In this way a leader may retain respect and a sufficient level of independence whilst achieving the necessary compliance.
Gerhard argues further that to maintain the creative employee commitment that is made possible by increased independence the leader must firstly manage to engage the employees. The employees must engage the employees on the organisations journey such that the employees experienced themselves as engaging with an organic unity greater than themselves which is progressing towards a meaningful destination. In doing this the leader makes employees aware of their position within the greater whole of the organisation which facilitates an experience of belonging to the organisation.
Now Dr. Gerhard van Rensburg articulates a very useful tool for thinking through the issue of creative employee commitment that services the needs of their organisations. At Schuitema Associates this issue has been addressed through consideration of the issue of empowerment, see here for an explanation of empowerment and how it relates to employee commitment.
The concept of empowerment Involves three elements. To empower someone it is necessary to firstly provide the means for them to do their job. This includes all the necessary tools, standards, resources, time, authority, etc.
Secondly it is necessary to provide them with the requisite ability. This involves teaching them how to do their job but also very importantly why they should commit to doing their job. The why element of ability is very significant. This is because in order to maximize creativity and productivity one must have an awareness of the end being served by one’s endeavour and, very importantly, judge that end to be noble. The responsibility the leader has in this regard is to make the employee aware of the benevolent intent of the organisation.
The last element is often neglected by people concerned with empowerment. Once the leader has provided the means and ability it is necessary to hold the employees accountable. The provisions of means and ability in no way restricts the employees independence, they are able to freely use what is at their disposal to accomplish their ends. Holding employees accountable does this, but it does it in a constructive manner which does not impede their creativity.
By accountability I would understand that there are consistent rewards and punishments that are exercised with regard to what a person has been entrusted with. If they have done what was required of them they will be rewarded, if not, then they will be censured. Accountability involves setting reasonable expectations with regards to performance and then holding employees to those expectations. The setting of expectations clarifies the requirements for the employees and holding employees accountable with regards to the set expectations enforces the required compliance.