Great points and examples where ability, insight, willingness and commitment can
ID: 453379 • Letter: G
Question
Great points and examples where ability, insight, willingness and commitment can all be enablers when making decisions! Class, what about willingness? Have you seen where an individual or individuals were not willing to make a decision in a specific situation? For instance, I know from experience that HR decisions (e.g. hiring, firing) can be very difficult to make at times. Lack of willingness to make an HR decision can impact a team's productivity and morale. What approaches have you seen be used to motivate people to be willing to make key decisions?
Explanation / Answer
To motivate decision making by people, management needs to invite and acknowledge decisions by the team members. Often key decisions are avoided as they are difficult to make, and often include risks of failure, but rather than accusations and pin pointing decision makers should be commended for their initiative taking skill. To make sure people are ready to take tough decisions, it needs to be incorporated in the organization’s culture and to do that training of the personnel should include situations where they will need to handle and make tough decisions. Organizations can even attach reward system with successful decision making and people showing initiative and willingness to motivate the staff further to take tough decisions.
For example: in an organization a particular set of people were not working as required and giving very low efficiency even after proper training and many reminders and warnings. Low efficiency of those workers was negatively affecting the efficiency of the complete line, hence HR and the department manager needed to make a tough decision to improve the production efficiency. To motivate them to take that decision, organization offered HR personnel the project to identify the skill set and efficiency level of the complete workforce and establish pay revision accordingly. To motivate the HR personnel to take this decision, organization offered a reward system attached to the number of such workers with continuous low efficiency identified. This motivated the HR personnel to identify such workers from each line, and after thorough analysis of that list workers were either fired or sent to further training as was required in that case.
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