Leadership towards excellent public service is the trait that’s becoming extinct these days and as a result, the communities in some of the developing nations are losing confidence in the ability of its government or public sector to effectively manage and lead the country

Leadership towards excellent public service is the trait that’s becoming extinct these days and as a result, the communities in some of the developing nations are losing confidence in the ability of its government or public sector to effectively manage and lead the country. Serious and urgent attention is thus required in such nations to effectively manage or steer the public organization or country towards its goal as well as obtain public confidence and satisfaction.

One of the crucial moves in this endeavour is to lead and drive the employees to better achieve the goals of the public service. The challenge starts in recruiting the ‘right employee for the right job’ by evaluating their competencies, strengths, skills and qualities in the best possible manner. Next challenge is driving the employees to achieving the goals of the service and for this it’s important to sustain their performance by polishing their skills, provide strict and fair performance monitoring and appraisal, recognizing and awarding good employees for their efforts and nevertheless making them happy to perform with dedication for the public sector.

1) Right person for the right job

This is the most basic thing in an organization. Employing the right person for the right job may not be an easy task, however it is a very important criteria to increase the chances that an employee recruited will be able to carry out suitable functions to the best of their abilities thus achieving personal job satisfaction as well as the organization’s goals.

It is highly recommended by organizational psychologists to know the career goals of your employees and assign them with relevant duties and opportunities to enable them to perform to their best and move towards their career goals.

The inability to assign the right person for the right job may cause serious problems that affect the performance of the employee and the organization as well. The direction of an organization may be affected and thus could lead to mismanagement or wrong decisions in handling a task or even solve a problem. The employee may get demotivated or disinterested to carry out their duties and this may entice them to leave the organization or the particular position for a one that will suit and satisfy them better.

2) Training and career development to polish and motivate them to perform

Training and continuous learning opportunities are another major driving factor that important to enhance knowledge, skills and perhaps quality of the employees work or service. Study the training requirements or needs by obtaining feedback on the employees training needs or conduct a survey or workshop to obtain information to device It is therefore highly necessary for the organization to device appropriate training & career development policies and programme to enable employees to enhance their expertise towards best or quality performance such as to manage/solve a problem effectively.

Not having a well-established training programme could demoralize the employees and affect their ability to perform. This could hinder the career progress or career development of the employees and cause serious jeopardy to the organization’s functions and performance as well.

3) Fair performance monitoring and appreciating the employee

Another important thing for the employee and organization is conducting fair appraisal as well as enabling open communication in a working team and between employees and management.

Good leaders would also allow employees to express and utilize their strengths, abilities, qualities, values and uniqueness to bring success and quality performance in their job. Provide them the best recognition possible, be it promotion, appreciation letters, awards, pay rise, other benefits to make them feel appreciated and proud of their performance. This will be a driving factor to enable them to be happy with their job and perform better. Without this, employees may lose interest or commitment towards their job and the organization will lose their best employees who are taking the extra mile to perform.

4) Making your employees happy and satisfied

In the developed countries, workplace studies are regularly conducted to identify workplace issues such as job factors, problems and solutions towards hiring and sustaining employees towards optimum performance and quality performance.

Strong qualities are required not only to run the organization but provide happiness and satisfaction to staff to work with commitment for the organization. Specialist and authors of workplace issues define the tangible & intangible rewards that make the staff happy. Tangibles are good salary, pleasant office and generous benefits. Workplace studies have persistently revealed that the intangibles are the main thing that affects the satisfaction & happiness of staff.  The intangibles of higher importance are respect, trust, fairness, interesting work, full appreciation of the work they do, feeling of being on things, individual growth, a good boss, compatible co-workers, a sense of purpose pose serious impact to the staff and their commitment to work.

Employees should be given some flexibility of thoughts for example encouraging and utilizing their creativity and the ability to think out of the box. A good management would share the strengths, weakness, opportunities and threat of the organization as this will enable the employees to understand the organization and its surrounding factors that influence the work approach of the organization. This will reduce chance of employees putting in their best ideas but being frustrated or confused about the organization’s actions or mode or work.

Conclusion

As a conclusion, the organization should put in all the necessary effort to enable their employees to fit in well, be able to develop their expertise to perform well; achieve job satisfaction and motivation,  as well as feeling happy and appreciated to drive the organizational to achieve its goals.

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