Blame Culture Blues - How the Language of Blame Manifests Organisational UnderperformanceLearn Management Articles on management-info.biz. Blame Culture Blues - How the Language of Blame Manifests Organisational Underperformance article will help answer your questions on Management Articles.We at management-info.biz specialize in Management Articles. Management Articles at management-info.biz provides the most up to date news and articles. If you have questions please do not hesitate to contact us.
If you have ever worked within a large organisation then you are sure to have heard the term 'we will not have a blame culture' at some point. However the sheer fact that this statement can be made is an indication that a blame culture already exists. Where the statement 'don't think of the colour blue', immediately makes one think of blue, the 'no blame culture' statement is more likely to raise within the organisation the possibility of blame than remove it. In fact an organisation must know what blame is to be able to think about removing it from the culture. Just as a desert nomad would have little concept of (or for that matter use of) snow, an organisation that has no concept of blame will have no use for it - it just doesn't enter into the minds of management or employees. Any business that is talking of 'letting go of the blame culture' must already have one, they are just avoiding facing up to the reality of the situation. In business, as with any endeavour, it is vitally important to focus on what you do want rather than what you don't and a statement of 'no blame' is likely to introduce it into an organisation where it didn't exist before. Just like the Inuit who have more than 50 words for snow organisations try to rename blame into something else to avoid the issue, however this is often sloppy thinking and leads to more rather than less problems. So what should companies do to eradicate blame from their culture. The answer appears simple but can be difficult to implement. The real solution is eradicate it from the language, not just blame but all of the polite euphemisms used also need to be removed from the organisation. No big campaign. No coasters or stress balls. No cultural change programme. To remove blame, remove any reference to it from the culture. Now, this doesn't mean avoiding the issue, often that just makes the whole thing worse, but embracing and accepting that it exists and deciding that (like the snow) it is of no value and as such there is no need to talk about it will make an amazing difference to the way the business operates. Instead introduce a culture of partnership, of respect and of co-operation, make real acceptance the goal of your coporate culture. Accepting that people make mistakes and that this is doubly true when under pressure will immediately change the corporate psyche. This is no quick fix and requires real resolve from all areas of the business but once the concept takes hold it spreads like fire through every part of the organisation. Oh, and what of accountability and resposibility? People become more responsible and are willing to be held accountable as they know that they will be respected for who they are and what they can achieve rather than for any mistake they make along the way. To really eradicate blame from your organisation stop trying so hard and introduce an acceptance culture. It will do wonders for morale and you'll never have to mention the B-word ever again. More information regarding staff performance, the PRISM© Goal Setting System and additional tools for improving organisational management can be found at http://www.achievinggreatness.co.uk L Stuart Avery 2005 © Achieving Greatness Ltd. All rights reserved. ---- PERMISSION TO REPUBLISH: This article may be republished in newsletters and on web sites provided attribution is provided to the author, and it appears with the included copyright, resource box and live web site link. One Hour Html. - Learn the language of the web in just 60 minutes. Sign Language For Babies And Beyond! - Learn How to Communicate With Your Baby Before Your Baby Can Speak Using American Sign Language! Includes Video of 250 Signs! 
DJ Hello Kitty to play sometimes. Sanrio is to open its new shop, named CLUB KT shibuya, at Shibuya 109, a popular fashion spot among young generation on Sep. 22 2011. Article Index: | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | 11 | 12 | 13 | 14 | 15 | 16 | 17 | 18 | 19 | 20 | 21 | 22 | 23 | 24 | 25 | 26 | 27 | 28 | 29 | 30 | 31 | 32 | 33 | 34 | 35 | 36 | 37 | 38 | 39 | 40 | 41 | 42 | 43 | 44 | 45 | 46 | 47 | 48 | 49 | 50 | 51 | 52 | 53 | 54 | 55 | 56 | 57 | 58 | 59 | 60 | 61 | 62 | 63 | 64 | 65 | 66 | 67 | 68 | 69 | 70 | 71 | 72 | 73 | 74 | 75 | 76 | 77 | 78 | 79 | 80 | 81 |
More Articles:1. The Caveman Effect - The evolution of inventing High Performance Teams Does a team's influence affect an individual's personal competence? The answer is an obvious 'Yes', so the real question is how to make that influence one that improves performance instead of deteriorates it. If you wish to influence the dynamics behind superior team performance, you need to understand the psychology that drives human reaction. In the beginning... The caveman needed to survive. Man found safety in groups. It was not a matter of preference, it was a matter of necessity. If you … Stag night Prague 2. Innovation Management – IBM Opens Lid On Its Treasure Chest By Kal Bishop IBM, which registered 3248 patents last year, has decided that sharing technology can sometimes be more profitable than jealously guarding its property rights on patents, copyrights and trade secrets (Herald Tribune, April 11 2005).International Business Machines have come to the above conclusion 205 years after the invention of electric light – thus clearly illustrating that even the 19th largest company in the world (fortune.com) with a market capitalization on $141 billion (nasdaq.com) is s… 3. 3 Steps to Stop Absence and Make People Happy At Work By Alan Fairweather If you're an employer or a manager then work place absence is costing you money, inconvenience, and upsetting your customers. And as we all know, not all days taken off work are due to genuine sickness. Many employees "take a sickie" because their morale is low and they just don't like or can't do their work.The challenge for employers and managers is to make people happier at work. And if people are happy at work then they are less likely to take a day off every time they wake up with a stuff… 4. Meaningful Diversity: Creating Cultures of Inclusion By Susan Schutz In the fitness room the other day, I caught a glimpse of a movie trailer on television. A father spoke very open-heartedly with his son about his work as a fireman. He acknowledged the fear that welled up in him when he looked into a small, dark room filled with life-threatening heat and flames, and described the instinct to run in the opposite direction.He had to pause in a safe hallway and assess the situation, the father explained, consciously remember why he had chosen his work – a… |
||||
