Vision of the Type of Organization that Will Be Needed in the Future - Assignment Example

 Vision of the Type of Organization That Will Be Needed In The Future Introduction Organizations have today emerged as the grounds of success of the economy. Many organizations devote their efforts in accomplishing their visions and missions for existence. But what is the perfect vision of an organization? This is one question that many are asking themselves concerning the ideal type of organizations andwhat they want to do in such organizations as far as leadership talents are concerned. This paper seeks to identify the kind of organization that will be needed in the future and what role I aspire to be in as well as how I can personally execute my leadership for the effectiveness of the organization and the well-being of human capital. This paper will describe this kind of organization considering that people as a product and the notion of talent in relation to the workforce as the greatest resource and asset of the organization. It is evident from studies that having the best people in an organization are not enough. The human resource practices are also vital in developing a visionary organization because it drives the operations of the business and exactly how it will be done. Hence the paper will also highlight the good human resource practices that the organization should employ. This is what makes the vision of the organization that will be needed in the future. A good organization begins from the top and works its operations down. An ideal organization that will be needed in future should have a strong and effective management that is aware of its mission and the mechanism of getting there. The management will composed of great and talented leaders who are ready for any impediments and obstacles that can come there way and still be able to lead others in spite of the differences in opinions and personalities. The organization will have a united workforce with respect to their superiors, educated, and enjoys their duties in the organization. As a leader, I will hold a managerial position in such organization to drive the vision of the organization using my leadership skills and talents to unite the best people for the accomplishment of the vision (Lawler, 1998). The mission statement of the organization that will be needed in future is one that let people working in the organization know what the organization does, such vision statement has a loftier goal: it should showcase how the organization views the future. The vision of that particular organization will describe what the success of the organization would look like; the highest bar the organization always endeavor for. The organization will have both an ambitious and realistic vision statement, in other words, the vision statement should challenge the staff of the organization without overpowering them. This will ensure that performance benchmarks are created along with organizational objectives that are achievable (Barney, 2006). In the future, organizations that will be needed are those whose vision statements answers questions like “What would a world that do not need our kind of organization look like?” and “What would a perfect organization in the world look like?” such are the questions that drive change in the organization. That can only be achieved if the best people in the organization are united and work together as a team with a common goal. This type of vision unites and motivates people as a reminder that a lot of work is still pending unaccomplished. As the leader of the organization, I will use my talent to make decision on what makes sense of our organization. Occasionally, there is no particular vision statement that is intrinsically better than the other. That is why as a manager and a leader, one should be able to ascertain that which make the most sense to the organization, and that is what makes an organization exemplary. An exemplary organization, one that will be needed in the future and one organization I will be in and serve as a manger, must have a shared and an inspiring mission at its core. It must also have leaders with ability to perform and managerial development (Barney, 2006). Therefore, the organization that is needed in future must have the following traits: Humility and openness from top through to the bottom of the organization: it is obvious that arrogance kills off growth and learning through blinding the staff to their own weaknesses. The strength of an organization comes out of willingness to learn from other staff members and receptivity. The working environment should be that of personal responsibility and accountability: an environment where there is blame denial and excuses only intensifies conflicts and harden relationships. Successful organizations hold each member accountable and every member is willing to accept there own personal responsibility. There is freedom of taking risks within proper limits: ideally, both of the extremes for instance excessive, stifling, recklessness in taking risks, and fearful control usually threaten organizations. However, freedom to take risks of new ideas superfluities best and appropriately within proper limits. Fierce commitment and determination to do things in the right way: excellence results from hard work, mediocrity is easy, and shortcut temptations are usually very many. An endeavor for excellence often inspires both outside and inside the organization. There should be willingness to learn from and tolerate mistakes: it is evident that punishing honest mistakes suppresses creativity. It is through learning from our mistakes that healthy experimentation is encouraged and negatives converted to positives. Existence of unquestioned consistency and integrity: in any organization, inconsistency and dishonesty usually undermine trust. Relationship and organizations often thrive on transparency, clarity, honesty, and reliability throughout. There should be a quest for holistic thinking, collaboration, and integration: narrow thinking and turf wars are normally deadly. It is only through integrating the best people into a joint team and drawing the best practices and ideas together that multiplies the strength of the organization. Persistence and courage in the face of difficulty: in any playing field, there is no level ground for everyone. However, healthy cultures remain both undeterred and un-intimidated by challenges and difficulty, and realistic about the challenges they face. Generally, perfect organizations are difficult to make leave alone to find. Greatness is an honorable inspiration. Just like many other objectives, it is in the eye of the beholder. This is why I will use my talent as a leader in the position of a manager to make the organization great and visionary, one that will be needed in the future. A simple test for the organization that will be needed in the future is how such organization is experienced by its components such as its associates, its customers, its owners as well as its business partners. In my own opinion, I will ensure the organization treats all its constituents well in our own unique ways so as we can aspire to greatness (Baird & Meshoulam, 2000). Therefore, I will ensure that the organization has defined characteristics as mentioned below: Ambitious organization: the organization will have great ambitions that address imminent problems. This ambition will be one that builds the organization in order to deliver on its promise in a unique quality. An organization that focuses on the customer: meeting the needs of our customers will be our priority. The organization will have to deeply understand what the customer needs from the organization. A focused organization: I will ensure that the organization stays focused and is aware of what we can do well. The organization will keep growing into the already known territory and avoids drifting into the unknown territory. An organization with a relentless execution: I will build the capability in the organization in order to turn the great ideas into business. This is because satisfying our customers will requires persistent attention to execution. Our execution will not only be about delivering a product, but also about service. An organization that preaches inspiration: we will engage all of our associates in building the organizational business directly from the creation of ideas though to the delivery. This is because ideas also come from bottom to up as well as from top to down. This will make all staff members fell like they own some action within the organization; hence give their best to the operations of the organization. The organizational inspiration begins at the top; however, talented leaders drive that inspiration into the organization through broadly engaging people in decision-making. In most of the current organizations, there is affinity to sacrifice one person individual for the actions of others. This makes the organization self-centered and looks at people as those serving its functional and economic need, and as a result paying attention as is required minimally. These are the things that an organization that will be needed in the future avoids. There will be a balance between freedom and individual growth. In fact the realization of a collective ideal may only be achieved successfully when each person base his or her freedom and growth on his or her soul. Ego is a major impediment and obstacle both for collective and individual advancement. It manifests itself as self interest, greed, and ambition either of the collective body or individual. The solution therefore lies in hands of the leadership to realize the potency of the greater spirit in the organization, and using the influence to ensure guidance to the staff (Barney, 2006). The organization where I want to be in, one that will be needed in the future, is one that views every one as a soul that has taken birth in order to express a inimitable potential. This organization will allow the truth to govern its policies and activities. This will include the efforts deal with issues firmly and consistently without trailing the inner organizational vision. Basically, this organization is one that has a collective aspiration which facilitates the individuals’ integral growth in harmony together with the collective progress of the organization and the world. The staff will be encouraged to seek inner development, have their conflicts resolved in a spiritually creative way, share a common goal and put efforts to realize the ideal, to often invoke high consciousness, to work towards a collective goal and endeavor, and to uphold both the outer and inner environment that is conducive to the development and growth of every member. With those endeavors, the visionary organization will emerge to fit one that will be needed in the future (Lawler, 1998). In the ideal organization needed in the future, every staff in any particular group will have his or her functions clearly defined with their facilitator or leader at the center. These roles and functions will be decided upon depending on the staff’s innate ability and capability. The function and choice of the manager and/ or leader is paramount. One must developed spiritually and capable of identifying and taking prudent and sound decisions. The leader nevertheless must be an individual substance and vision and respected by everyone. The leader should involve all the members of the staff in the process of decision making. This will ensure everyone has a feeling of responsibility and involvement in the organizational processes. Additionally, this organization will devise away of resolving the conflicts of the staff. This is because in any particular group with diverse temperaments and personalities interacting, there must be conflicts arising (Baird & Meshoulam, 2000). Conclusively, the organization that will be needed in future is that which employs various effective human resource practices. Some of the HR practices that such an organization applies include: healthy, safe and happy workplace, creating a healthy, safe and happy workplace ensures that the employees feel at home when they are at work and stay in the organization for much long time; an open book style of management, sharing of information about sales, contracts, new clients, company policies, management objectives, employee personal data among others will ensure that the organization’s employees remain enthusiastic as the management about the business itself. One can create gradually a culture of participatory management through an open book process and light up the creative effort of the work force. The process entails making an interested party out of people to the strategic decisions of the organization and aligns them to the objectives of the business. The practice asserts that one should remain open as much as possible with the employees. This will help the agency motivate its employees and build trust with them. Another HR practice to be employed is the performance linked bonuses. This is where payment of bonuses or giving various types of variable compensation plan assists as both disillusionment and an incentive depending on the manner in which it has been communicated and administered. The awarded bonuses should be designed in a simple way that every person understands that there will be no particular payout if the company does not hit its profitability level. In addition, the success of the team and the performance of individuals could be used as criteria for awarding bonuses. It is advisable that the agency do not pay bonus before the performance is measured if it is not a statutory obligation (Barney, 2006). The 360 degree performance management feedback style as a human resource practice should also be used in the organization that will be needed in the future. This system solicits feedback from subordinates and peers, and seniors, the boss included. The practice is increasingly being considered the best among the available human resource practices and methods of collecting feedback of performance. The opinions of everyone today matters a lot in the performance of the organization and working to please one person is of no use. Every individual in the organization should be responsible for giving positive, relevant constructive feedback. The practice will also help the agency to identify the leaders that can serve in the positions of a higher level in the organization. This is one human resource practice that the senior managers can employ in order to support their self development. Fair evaluation system for its employees as a human resource practice implemented fully. The agency should develop a system of evaluation that links clearly the individual performance in order to corporate business priorities and goals. Every employee is supposed to have a defined relationship of reporting. It is evident from various studies that self rating as an evaluation process section always empowers any kind of employees. This human resource practice will make evaluation becomes fairer because it is bases it on records of periodic achievements and counseling of the employees that have been tracked over a long period of time. In order to achieve a higher objectivity, every employee is supposed to be screened by a higher level besides the immediate boss. If cross functional feedback is obtained by an immediate boss from a different manager, it will increase the fairness of the whole system. The organization should ensure that they use relative ratings of all subordinate employees that report to one manager as another tool of fairness in evaluation. It is through normalization of evaluation that fairness can be improved (Baird & Meshoulam, 2000). The practice of knowledge sharing is significant in the organization that will be needed in the future. Adopting this human resource practice will make sure that the support for knowledge management strategy is effective. The agency should store knowledge in its database in order to grant great access to the information that is posted by the employees or the company on the portals of the company knowledge. Sharing essential knowledge especially by an employee who attended any skills or competencies development program is very essential and should be made mandatory. Platforms for storing innovative ideas should be created in the agency portals to help people post what the have for others to access. Therefore, among other basic HR practices makes up the ideal organization that will be needed in the future. References Baird, L., & Meshoulam, I. (2000). Managing two fits of strategic human resource management. Boston: McGraw Hill. Barney, J.B. (2006). The Ideal Organization: Toward an integrative Framework. Academy of Management Review, 11(3), 791-800. Lawler, E. (1998). Talent. London: Springer Read More