Goal achievement as an effective Motivational tool

Do you use goal setting to motivate your employees? 

To continue profitable operation every business organization has its own organizational goal/s that it wants to achieve and infuse inside the psyche of its employees. This is done as often as possible to inspire the employees.

The best method to achieve the goal is by presenting data that would clearly show what the organization wants to achieve for a specific time period. For example a sales or manufacturing business would usually present goals (thru figures). That it needs to achieve for a specific time period, this will now therefore serve as the Motivational tool.

The question now is how you can make this a reality and not just a goal on paper that could easily be forgotten by employees.

Here are the following steps that you may want to use to ensure the achievement of the goal:

1. Always remind your employees about it as often as possible.

2. Offer your wholehearted support logistical, moral and financial. (Your constant reminder is useless without your support.)

3. Check on the progress of the goal periodically.

4. Update them on the progress of the goal.

5. Always have an open line of communication.

6. Repeat steps One to five as needed. - Marino J. Dasmarinas

On egocentric Leaders and Managers

Are we very particular with our reputation and our standing in the organization? For example when we are introduced during programs or meetings, do we always want our important personal background to be mentioned along with it?

There are managers/leaders that are very much particular about their standing in their organization. For example a hard working former rank and file employee is promoted to a middle level managerial position. 

Suddenly, there is change on his job title and his peers thought that it was only the change on his job title that would be affected. They hoped that there would be no change on his part as far as his behavior towards them is concerned.

However they noticed that his change of job status has gone up to his head: from a very friendly peer he suddenly became detached from them. He chose to transfer to a roomy place in the office that isolates him from his former peers. He now suddenly wants them to address him as sir rather than his nickname, just like when he was still one of them. In short, this man who was suddenly promoted became egocentric; the sudden change of job status went to his head instead of going to his heart.

There are some of us who behave like this newly promoted person, we become self-centered by the sudden change in our job status/title. We suddenly want respect which is not bad, but we must not overly concern ourselves with this sudden appendage in our job status for the reason that it will detach us from our peers and subordinates.

 Thus, it will surely affect our image as a member of our organization. From a team player we unknowingly might become a dictator or an autocratic manager/leader which is actually a very bad behavior for a manager/leader to have.

It will not do us any good if we become egocentric. We need not worry if we want respect because it will come the moment we know how to respect our peers and subordinates. As they say: Respect begets respect. Our co-workers will respect us the moment we respect them immaterial of their position.

So this question comes up: Does it pay to be overly egocentric about your status in your organization?

No it doesn’t pay! We must always remain humble and a team player. Job position/title is simply a name that is given to us, we must not allow ourselves to become swell-headed because of it. We must always remain humble and simple no matter how high we go up in the organizational hierarchy. - Marino J. Dasmarinas

The importance of Job orientation and Role definition

Do you properly orient your newly hired employees or you immediately brief them with the job that they are going to handle in your organization?

Upon employment in an organization the first agenda for the newly hired employee is to familiarize him with the critical role that he is going to take part in the organization. This is usually facilitated by means of a clearly defined job description and thru job orientation.

It is important for an organization to orient the newly hired employee about the limits as well as the whole scope of his role. Yet, this is sometimes inadvertently forgotten by management. So when there’s an inadvertence the employee is suddenly given a job that he was not expecting to do for the reason that he was not properly oriented or told about it.

Unknown to management this pieces of inadvertence creates dissatisfaction within the newly hired employee and it slowly shows on his job performance. Eventually his motivation to do his job well suffer until such time that he drifts away from his job.

To avoid role ambiguity and demotivation management must early on be cognizant of the importance of properly orienting their workforce about the roles that they are supposed to do in the organization. If there shall be some more workload to be assigned it will not do us harm if we will bother to orient them about it.

Let us be aware of the importance of clearly defining the roles of our workforce and let us not carelessly assign them workload without competently orienting them. - Marino J. Dasmarinas

Reinforce your worker’s Work Ethics through Mentoring

Work Ethics are values of employees based on the moral virtues of hardwork and thoroughness some of these values are obtained through the environment where the concerned employee grew up. For example if the employee grew up in a family with a disciplined work and family values. It is predictable also that when this person will be working in the future he will be able to carry those ethical work values to his workplace.

However, not every worker has a good work ethic. There are those who just work for money they only treat their jobs as part of their routine. Here lies the problem for managers: How could they inculcate work ethics to their subordinates?

One effective way of inculcating work ethics is thru mentoring. A mentor is a character model who guides another employee by sharing valuables insights on work behavior and ethics. Mentors educate, counsel, tutor, support and encourage their subject mentee. The mentor will teach him/her proper work ethics and values for this will eventually help him advance in the organizational hierarchy.

There are unlimited advantages when we Mentor our employees. Just to name a few: It fosters loyalty to the organization, it implants a strong impression of importance. It gives them an impression of a clear career pathing upwards the organizational hierarchy.

It fuels their desire to work much harder for the organization. And it creates a lasting impression to the employee that the organization where he belongs is a caring and competent organization. - Marino J. Dasmarinas

Should a Chief Executive Officer (CEO) believe the rumors coming from the grapevine?

The story is told about a Chief Executive Officer (CEO) who had been hearing rumors from the grapevine that their workers were formenting labor unrest. Since the information was not valid in terms of its line in the formal communication process. He just shrugged it off as nonsense and not worthy of his time.

As months passed by he noticed that their workers were often clustered into groups and they were often silently talking and he said again to himself: Ah their talking nonsense again it’s not worth my time. Then, one morning when he was about to enter the company premises he noticed that their employees were outside and were carrying placards denouncing him and his company’s unfair labor policies.

Seeing this he immediately alighted from his car and talked to the employees. And calmly asked them to go back to their work but the workers did not relent they stayed and continued their denunciations of him and their company.

Grapevine is an informal communication structure that runs through every organization. It silently exists within the organization. One of many factors that incubate grapevine communication is unfair labor practice and many more anti labor policies of the organization. Such as unhealthy working conditions, low wage, nonpayment of their health and social security contributions and the like.

A very good CEO must stop, look and listen to the ramblings of the grapevine. He must be sensitive to these rumors coming from the grapevine. He should give ear to the grievances of his employees and learn to immerse himself with his employees. By doing so he’ll get a first-hand knowledge of everything that deserves his listening ear.

Therefore, he avoids further trouble that may give impetus to labor unrest and other issues inimical to the well being of his organization. -Marino J. Dasmarinas

Organizational Goals and its Relevance to the Levels of Management

Does your organization have a goal aside from earning profit?

An organization that advances the use of Organizational Goals in its organizational system has a lot of advantage over those who do not. Goals can influence increase of performance. It can also increase human resource’s motivation. It also gives positive direction to an organization.

There are three levels of management in an organization the highest is the Top Level Management. In a corporate set up this is composed of the following top-level company officers. Board of Directors, Company Presidents, Vice-Presidents; Chief Executive Officers, Chief Operating Officers and the like. Any organizational position that has a policy making power is included in the top level management. These company officers are in charge of achieving the strategic goals of the organization.

Strategic Organizational Goals are initially hatched at this Top Level Management it normally occurs during planning sessions that take days to complete. The life span of the goals depends upon the outcome of the planning sessions.

After the goals at the Top Management level had been set; it goes now to the next lower level which is the Middle Level Management. Each functional area or strategic unit of the organization is given their assigned goals that would contribute to the realization of the strategic goals. These officers are composed of the various department managers. Their main responsibility is to see to it the organization's goal/s are successfully implemented and achieved.

The last organizational level that is involved in the achievement of goals is the First-Level Management these normally are the supervisors. Their task is to operationalize the strategic goals set by Top Level Management. Under them are the operational workers who do the leg work and make things happen for the organization. They are the foot soldiers so to speak.

Regardless of their level; all of these organizational goals must always have Specific, Measurable, Attainable and Realistic time table. - Marino J. Dasmarinas

The critical role of an Effective Manager/Leader in an Organization’s Behavior

It is an accepted fact that Organizations Behavior is always contingent on how a Manager effectively practices his leadership and his management functions. For example, if a Manager/Leader is lackadaisical on his function as head of an organization we must also expect an easy-going Organization Behavior. An easy-going OB is an organization that doesn’t achieve its goals and an organization that is undisciplined.

Let us take for example ineffective and corrupt leaders of nations. What is the Organizations Behavior of a government bureaucracy if their leader is corrupt and ineffective? It follows that majority of those who are working for that government bureaucracy will also become corrupt and unproductive. If the leaders of these nations are not careful they may find themselves being overthrown by their people.

In a micro level for example, in a company setting if the manager is ineffective (Doesn’t know how to exercise his Leadership/Managerial functions) we should subsequently expect a chaotic company Organizations Behavior. So what must we do to address this problematic situation?

Of course the obvious action to do is to change our mindset and attitude towards our work. Otherwise if we will not change the organization will not think twice to separate us from the organization. For the simple reason that the very survival of the organization is at stake here.

Therefore the role of a manager is very critical in an organization. For the reason that in his hands lies the survival of his organization and his survival also in that organization. - Marino J. Dasmarinas

The importance of Spiritual Recollection for Organization

Do you sometimes feel that your job is already a drudgery? And you’re simply going through the motions of your work for the reason that you need to feed your family? Why not recharge your flagging motivation by submitting your organization to a procedure that is still alien to many organizations. The method that I’m talking about is called Recollection: Spiritual Recollection.

Spiritual Recollection is for every organization, for as long as there are organizations be it for profit or non-profit. It is a must for organizations to undergo this process of spiritual recollection. For the simple reason that this will surely invigorate the spirit and motivation of an organization’s human resource.  

Organizations from time to time goes through the process of organizational seminars, talks  team buildings and so forth. The obvious reason behind is they want to upgrade the capability, operability  and ability of their human resource. But organizations very seldom undergo Spiritual Recollections; I think this is a need yet unexplored by Organizations.

In the Bible: after the working so hard in advancing the teaching of Jesus. The disciples gathered around Him and told Him about their accomplishments. Jesus told them: "Come away by yourselves to a deserted place and rest a while." So they went off in the boat by themselves to a deserted place. (Mark 6:30-32).

Relating this event with an Organization’s Human Resource who works very hard for the organization to earn profit. I think they also deserve to rest for a while and recharge their parched spirits who badly hungers for the word of God.

 If you would submit your HR to this procedure you would be amazed by the unquantifiable good that it will create on your HR and your entire Organization as a whole. - Marino J. Dasmarinas

The importance of Organizational Mission statement

Does your organization have a mission statement?

Mission statement is a very important component to an organization’s existence because it clearly defines the fundamental purpose of the organization. This purpose of existence will be the uniting factor for the organization towards the achievement of their organizational goals. For example,  The Mission Statement of a car manufacturing company is: To manufacture affordable and durable cars for the common people.   

Every organization must have a mission statement for its existence for the reason that this statement serves as its guiding light. Every organization must see to it that it creates its own unique Mission Statement that will serve as its organizational identity. 

Without Mission there’s no defining reason for the employees to rally behind except to earn their salaries. And this kind of situation is a threat to the fundamental existence of an organization.

However, if every organization would create a Mission statement it will ensure direction and relevant existence for the organization. It clearly defines also the identity of the organization and it creates an awareness upon the minds of its workforce that they should also help their organization achieve its mission. - Marino J. Dasmarinas 

How to effectively address Organizational Problems

Company executives are once in a while confronted with problems that will challenge their decision making abilities. What must they do to ensure that they will properly address/ solve the problem?

There’s no assurance that the action that will be made by them would solve whatever organizational problems that they have. But there are steps that they must follow to at least assure them that whatever decision that they will be making will not be made in haste. We all know that decisions made in haste in any field of endeavor are usually wasted decisions because of the haste factor. As they say: "Haste makes waste."

To avoid this tragedy the ff: actions must be undertaken.

1. Find out then pinpoint the problem.

2. Create measures or plan of actions that will help solve the problems.

3. Create a process of elimination among alternatives then pick the best alternative.

4. Apply the best alternative and carefully monitor its implementation until such time that the problem has been solved.

Marino J. Dasmarinas

Does it pay to become a Socially Responsible Organization?

The law of Karma states that the effect of a one’s actions is looked upon as an influential factor in one’s destiny. Having said this, what if your organization stands alone by itself. Without any concern for its immediate surrounding environment, will it soon be doomed? Or will it continue to grow and prosper?

There is no substantive studies that say that those socially responsible organizations are more successful than those who are not. But if we play it by observation we will discover that those organization that gives back to their communities or donate to various charitable organization are the ones that are more financially successful than the others who don’t give.

Let us take for example some big corporations who endow sizeable amount to their favored charitable organizations.  Their endowment is linked to their success; the more that they are successful the more that they give back.

There are many more organizations that are socially responsible. They always see to it that a certain percentage of their profit goes back to charitable organizations or non governmental organizations.

For the reason that they believe that it really pays to become a socially responsible organization. Being socially responsible also help create a positive self image for an organization this eventually translates to more customers and profits.

Does it pay to be a Socially Responsible Organization? Yes of course! _ Marino J. Dasmarinas

Commentary on Motivation: The Motivational Process and Maslow's Hierarchy of Needs

Do you know how to motivate?

Motivation is an integral part of human behavior in organization. Without motivation workers in organization would not be able to function properly. So what motivates them to work hard and to achieve their goals? Early motivational studies points to money as their prime motivational instrument, then their need to belong and their need for responsibility.

The motivational process contains three interacting and interdependent elements namely: Need, Drive and Incentive. A need is a psychological imbalance that needs to be satisfied; a drive pushes an individual towards achievement of a goal or task. An incentive is something that can lighten a need and decrease the intensity of the drive. For example, a worker needs to earn so that he can pay for the basic necessities of living, so the need to earn is the imbalance that must be satisfied. 

The psychological drive will push this  worker to achieve the goal of earning money for his basic necessities. Due to his hard work he will now receive money, this in now the incentive that will alleviate his needs and somewhat decrease the intensity of his drive to earn. This motivational process is a cycle that stops for a while and is reignited again the moment an individual or group of individuals finds a vacuum that needs to be satisfied.

Another Motivational tool is Abraham Maslow’s Hierarchy of Needs, this is a five step ladder hierarchy which says that a lower level need must be satisfied first before it proceeds to the next higher level.

This is illustrated by a triangle, the lowest or the first level need that occupies the triangle is the Physiological needs or Basic needs. These are needs to sustain life such as: air, water, food, sleep etc… according to Maslow if such needs are not satisfied then one’s motivation will arise with the aim to satisfy them. Higher needs are not felt yet until he is fully satisfied with his basic needs.

Assuming that physiological needs has been satisfied we will now come to the second higher order need that occupies the triangle it is called Safety and Security needs, this is the need to be free from the threat of physical and emotional harm. These needs would be meet by working or living in a safe place and by having job security.

The third need in the hierarchy is the Need to belong or Social needs, this is the need of individuals to interact. As they say no “man is an island” we cannot exist by ourselves we need to interact because we are social beings. We need friends to whom we can trust our emotions, we need to be in a group wherein we will feel comfortable.

The fourth need is Esteem needs, this is the need to be respected by your peers, subordinates and Managers it is human nature for us to want respect and recognition. Esteem needs fulfills this wants.

The last and the highest need in the triangle is Self-Actualization needs, this addresses our need for purpose in life. The need to be honest and truthful in all of our dealings with our co workers. The need to have a job that fully satisfies an employee’s purpose in his organization.

Closely looking at Maslow’s Hierarchy of needs we will find out that these stepladder needs somewhat goes hand in hand with the progression of an employees life in an organization. A young and newly employed individual will first try to satisfy his Physiological needs or Basic needs then as he matures in the organization his needs goes up one at a time until such time that he reaches the Self-Actualization level.

Abraham Maslow’s hierarchy of needs tells us that if we want a well Motivated Human Resource we need to provide them with their basic needs such as reasonable salary scheme to help them defray for their physiological needs. There’s a need also to create a safe and secure working environment.

A need to create an environment of community amongst workers to address their need to socialize. A need to respect the individual rights of workers regardless of their standing in the organization so that their Esteem needs are addressed. The last need is to ensure that workers will eventually reach their full potential in the organization so as to have the feeling of fulfilment. (Self-Actualization) - Marino J. Dasmarinas

Corruption in Philippine Government: A hopeless case?

Is a corruption free Philippine government possible? 

If we would conduct a survey why middle class Filipino families are migrating to other parts of the world. We will be surprised that one of the many reasons that they would cite is the shameless graft and corruption in the Philippine government bureaucracy.

Corruption scandals are dark shadows that have constantly tailed the Philippines since the Marcos regime up to the present government. Let us take for example the present  government. For almost a month now many elected government officials has been plagued by accusation of corruption labeled as the pork barrel scam.

The question that begs to be answered now is this: can we still slay the deeply ingrained culture of corruption in the Philippine bureaucracy? Yes we can still slay this evil in Philippine governance however it will be a pipe dream if we would say that we can exterminate this within the time span of five to ten years.

But all is not lost because there’s still hope and it rest on the shoulders of the present political leaders of this country. If only they will think of crafting a law that will make the evils of corruption and its corresponding punishments a permanent subject matter in our entire educational system. It will start during elementary up to the last year of college. So that strong value formation is inculcated against corruption in the minds of the future leaders this country.

Defeating this evil called corruption is not a hopeless case. This is actually a doable objective lets just give it a time frame perhaps twenty up to twenty five years. By then we will hopefully have a new crop of leaders with strong values formation against corruption. - Marino J. Dasmarinas

The true nature of Bureaucracy

What is the true nature of bureaucracy?

Bureaucracy emphasizes the call for an organization to operate in a rational manner that effectively responds to an organization’s needs. It doesn’t rely on the selfish whims and caprices of managers and business owners. 

An honest to goodness organizational bureaucratic setup has no room for nepotism, influence peddling and the like. For example, if a person wants to move upward or be promoted in the organizational hierarchy. Under the bureaucratic setup this person must work hard for that promotion. He/She must not employ anyone’s influence or help to be promoted.

According to Max Weber there are five (5) characteristics of an ideal Bureaucracy:

1.  Formal rules and procedures that would ensure organizational order and uniformity.

2. Specialization of Labor that ensures that workers know what are expected of them in their assigned jobs.

3. Impersonality, the hot stove rule applies here there’s no special treatment whatsoever; organizational rules regulations and disciplinary actions are impartially applied.

4. Career advancement is exclusively based on merit. Selection of personnel to be promoted are solely based on employees performance on the job and not based on their connections in  the organization.

5. Well defined hierarchy; every position is clearly defined so that it will establish responsibility and order since every worker in the organization will know where he belongs.

These five (5) are the true nature of a bureaucratic organization.

However, this is not always the situation be it in private or government organization. Because many of these organizations are being plagued by corruption and incompetence. Why? Because they violate with impunity every characteristics of an ideal bureaucracy.

However, it’s not yet late to make things right, if we want organizations to run effectively and be productive. We simply have to strictly follow Max Webber’s five (5) characteristics of an ideal bureaucracy. – Marino J. Dasmarinas 

I provide custom-made Human Behavior related talks/lectures: Marino J. Dasmarinas

I provide custom-made Human Behavior related talks/lectures for Government and Private organization.  For more information feel free to get in touch with me. – Marino J. Dasmarinas

My email adds: mjdasma@yahoo.com  /  mjdasma@gmail.com