Quality of Life & Corporate Responsibility

depression-business-women

Life keeps getting tougher for folks to survive.  While politicians and media pundits seize the opportunity of each life-changing event, families seek to make the best of a struggling economy.  According to the latest government job report this month, just 74,000 more people were employed in December versus 205,000 expected by USA Today’s survey of 37 economists.[1] 

Life will become tougher for job seekers as globalization sweeps down on country after country.  For some countries, they will become industry leaders while others will fade into the night of obscurity.  Many Americans are retreating from the workforce, causing the unemployment rate to fall to 6.7% in December. 

In fact, only 62.8% of the adult population is participating in the labor market now; participation rates relate to those individuals who have employment or those actively seeking employment.[2]  Heidi Shierholz, an Economic Policy Institute economist, explains: “We’re going to have a long-term unemployment crisis for a long time.” 

This current low participation in the job market matches the lowest level since 1978.  According to USA Today business reporter John Waggoner, the economy could be puzzling to the average American: “…corporations have plenty of cash in their coffers to expand and meet future demand.  But the job numbers don’t reflect that yet.”[3]  

Companies taunt their corporate responsibility to the community with such public relationship activities as sponsoring local events.  Yet, more workers wish these companies would renew their social contracts with American employees to ensure them of a decent wage.

 

Consequently, some workers often become victim of their company’s good fortune.  Thomas Friedman, author of The World is Flat, explains, “The best companies outsource to win, not to shrink.  They outsource to innovate faster and more cheaply in order to grow larger, gain market share, and hire more and different specialists—not to save money by firing more people.”   

The world’s poor stands at more than 1.1 billion people, mostly rural Africans, Indians, and other South Asians.  In fact, the poorest fifth of the world’s people earn just 2% of the world’s income.[4]  With companies moving into emerging markets, they can raise the standard of living for millions.   

Today world’s middle class earns an average of $700 to $7,500 per family member according to the United Nations’ Millennium Development Report.  Many companies would argue that their global reach has improved the quality of life for millions around the world and this is a small price to pay for the loss of a few jobs domestically.  

Discuss if American businesses must deal with the search for cheaper labor and the consequences on the quality of life for millions of individuals locally.                                                                              

© 2014 by Daryl D. Green


[1] “Weak jobs report is not all bad for investors” by John Waggoner

[2] 2013 ends with weakest job growth in years by Annalyn Kurtz

[3]“Weak jobs report is not all bad for investors” by John Waggoner

[4]How Much Is Enough by Alan Durning

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Sustainable Customer Value

Using Credit Card at Register

Senior executives should build value creation in their business strategies. To act otherwise is only asking for trouble. In the infancy of a business’ existence, a good value proposition for customers is essential.

Mark Johnston and Greg Marshall, authors of Relationship Selling, argue that value-added selling changes much of the sales process.[1] Value is defined as “the perceived experience and worth gained from a product or service.”

Phillip Kotler and Kevin Keller, authors of Marketing Management, maintain that it is important for businesses to understand customer perceived value: “Buyers operate under various constraints and occasionally make choices that give more weight to their personal benefit than to the company’s benefit….Consumers have varying degrees of loyalty to specific brands, stores, and companies.”[2]

Customer-perceived value is related to the difference between benefits the customer gets and costs the customer assumes for different choices. Yet, customer-perceived value often is a graded approach.

For example, if an individual wants a cheap, fast-food option, he or she may select McDonald’s. In this case, the buyer’s expectation for quality food is lower than eating at a five star restaurant. Customers are very understanding when the seller’s value proposition is clear.

Given that market framework, perceived value is in the eyes of the customer and varies from business to business. Kotler and Keller further note, “The marketer can increase the value of the customer offering by raising the economic, functional, or emotional benefits and/or reducing one or more costs.” [3]

Therefore, organizations are challenged by selling value. Consequently, managers must better align themselves strategically to provide long- term value for customers, rather than focusing only on short-term profitability.

Being strategic conscious about these business relationships is not simple. Ken Favaro, author of Put Value First, further explains that putting value creation consistently first requires leadership skills, discipline, and perseverance.

He further challenged organizations to demand higher standards from managers who could jeopardize these business relationships. Favaro further adds that sharing information widely within the management team builds a shared sense of commitment toward building value for customers and shareholders. Customers and all members of the supply chain should provide input so that the expectations are clear.

Businesses that pay more would get more benefits (i.e. certain perks, discounts, etc.). Therefore, the value proposition would be enhanced. Yet, all good business transactions start with trust.

Johnston and Marshall argue that customers expect and deserve consistency in the way an organization’s value-added message is put forth.  When a customer begins a relationship with you, he or she already has a specific set of expectations.[4]

Sadly, unproductive firms put little strategic thought in the matter of value creation. Nat Martin, III, Director of Purchasing and Concept Support, Darden Restaurants, Inc. notes: “If the value exceeds expectation, the customer is highly satisfied. If the value falls short of expectation, the customer is dissatisfied.”

Value creation can be considered the powerful engine that energizes sustainable growth. Therefore, value creation for businesses must be strategic and deliberate for any sustainable growth.

Please discuss your professional experience with company’s value creation initiatives.

© 2013 by Daryl D. Green


[1] Relationship Selling by Mark Johnston and Greg Marshall

[2] Marketing Management by Phillip Kotler and Kevin Keller

[3] Marketing Management by Phillip Kotler and Kevin Keller

[4] “Customer expectation vs. customer need” by Ray Miller

Locking on the Value Proposition for Customers

bazaar-selling

In my office, I hung a newspaper article prominently on my wall.  This 2010 article showcases the top 100 government officials in my area.  Surprisingly, the university basketball coach was the top official, at over $2 million.  Following suit was a short list of athletic coaches followed by highly noted professors and administrators.

This amazing list furthered stimulated my interest in determining the value of individual skill sets.  In some other areas of the country, region, or state, someone would probably determine that these same jobs did not warrant the same financial worth.  In fact, individuals within the same organization with the same title and similar professional backgrounds can be found making significant differences in salary.   Given these realities, it is easy to see that customer value propositions differ.

Today’s companies must become adapted at determining customer value. However, all customers are not the same.   In fact, globalization has created all types of problems for businesses.  One of the issues is how to stay ahead of the competition by exploring new markets while keeping the same customer base.  This action is not easy.

Many businesses build their profitability on this simple equation. Companies seek to reduce their inputs (outsourcing labor, better technologies) to obtain greater profitability. Yet, the process is often pretty self-serving with little regard to the customer and lesser value on employees.

Therefore, many people might insist that some business simply stumble on what customer value actually is and how it affects their business.  For this discussion, value is defined as the net bundle of benefits the customer derives from a product of service.

Mark Johnston and Greg Marshall, authors of Relationship Selling, state that the starting point for learning about relationship selling is to understand the customer. A value lesson is learning that the customer is the center point for creating value.

Paul Peter and James Donnelly, authors of Marketing Management, suggest that the starting point in the buying process is the consumer’s recognition of an unsatisfied need. Therefore, the focus must go back to the customer for any sustainable business success.  They must be deliberate with their connections with customers and value.

Being strategic conscious about these business relationships is not simple.  Ken Favaro, author of Put Value Creation First, further maintains that putting value creation consistently first requires leadership skills, discipline, and perseverance.

He further challenges organizations to demand higher standards from managers who would jeopardize these business relationships. When organizations place value creation as a high priority, organizations will beat their competition.

Given the complexity of customer value, how do businesses stay connected with customers and their ever changing wants and needs?

© 2013 by Daryl D. Green

Interview with Dr. Richard Daft, Professor at Vanderbilt University

Internationally renowned expert, Dr. Richard Daft has been an industry leader in organizational management. He has published 12 books, dozens of articles, and presented at more than 45 universities around the world. Being a former Associate Dean at Owen, Dr. Daft has also developed and managed the Center for Change Leadership, participated in more than $500,000 in research grants, and is a Fellow of the Academy of Management. Dr. Daft is currently professor at the Owen Graduate School of Management, Vanderbilt University. He is the author of the textbook (10 edition), Management. He shares his insight on several management topics this week:

Discuss how you got involved studying management and becoming professor at Vanderbilt University.
During my last semester of college, I met a young professor in the business school. As I learned about his work, I was intrigued, but felt that becoming a professor was too far out of reach. A couple of years later while working in Marshalltown, Iowa, I was in the library and came across a textbook on organizational behavior. I was so interested in the subject matter that I realized in that moment that I would try to be become a professor in organization studies. I came to Vanderbilt 24 years ago when a position opened up and I was ready to make a move from a large state university to a smaller private university. I applied for the position and got it.

What do you feel are the major challenges for American businesses faced with the realities of globalization?
For me, the issue comes down to qualities of both leadership and management. Globalization makes every industry more competitive. Thus businesses have to be super efficient, which is a function of management control and accountability. Businesses also have to be forward-looking and innovative, which is about employee creativity and engagement that are awakened by leadership.

What key leadership traits will be important as the world faces an uncertainty future?
I would say a certain amount of courage, vision and/or purpose, persistence, great soft skills, and knowing oneself. By knowing oneself, I mean knowing your own strengths and weaknesses, and choosing situations that take advantage of your strengths and accommodating weaknesses through others’ strengths. By great soft skills, I mean that people who genuinely care about and get along with others seem to thrive in any environment.

There are 20 million unemployed in our country. What are the positive things for these people to look forward to in 2014 and beyond?
It is hard for me to be positive about the huge number of unemployed people in our country. The trend I am most aware of is the growth of technology that is replacing the need for workers. More businesses are creating or buying technology to do work more efficiently and for less cost than hiring employees to do the work. Hence businesses are thriving while unemployment is decreasing very slowly. I also feel a personal frustration with the legislative and executive branches of our government which seem more loyal to their respective ideologies than to solving the unemployment problem. I would like to see the government focus on designing an economic system that ranks full employment as a top priority.

Any other comments:
I appreciate the opportunity to respond to your questions. I hope the Management text is working well for your students.

Best regards,

Dick Daft
Professor
Vanderbilt MBA Program 

Please share your comments on this topic.

Richard-Daft

ABOUT THIS EXPERT

Byline

Professor Daft is among the most highly cited academics in the fields of economics and business. Richard Daft is studying high performance mental models – which include cognitive models of high performing managers – and examining high performance management systems. He has been involved in management development and consulting for companies and organizations such as the American Banking Association, Bell Canada, Bristol-Myers Squibb, J.C. Bradford & Company, Ford Motor Company, Pratt & Whitney, USAA, First American National Bank, the Tennessee Valley Authority, Central Parking Systems, Performance Food Group, the National Science Foundation, Northern Telecom, State Farm Insurance, the United States Air Force, the United States Army, and Vanderbilt Medical Center.

Education:
B.S., University of Nebraska, 1967
M.B.A., University of Chicago, 1971
Ph.D., University of Chicago, 1974

The Human Factor

man-fingers-crossed

Businesses that don’t under the value of their human capital resources are in error.  In spite of the power of technology and automation, it takes people power to make business operations work.  Failing to understand this reality will leave an organization vulnerable to their competition. This week we will cover human factor buy-in, the last element in socio-technical systems.  

Organizations must shift their paradigm to viewing workers as more than mechanical parts for their organizational objectives. Gareth Jones and Jennifer George, authors of Contemporary Management, maintain that managers have a responsibility to effectively oversee their human resources which includes the people involved in the creation and distribution of goods and services. [1] Given this reality, the ability of managers to leverage their talent is crucial.  

Talent management is the process through which employers anticipate and meet the needs for human capital.[2]  Peter Cappelli, author of Talent Management, explains how mismanaging employees in organizations is problematic for an organization’s sustainable success:  “The failures in talent management includes mismatches between  supply and demand on the one hand, having too many employees, leading to layoffs and restructuring, and on the other hand, having too little talent, leading to talent shortage. [3] 

In the United States, talent management miscues fall into the following categories:  (a) Do Nothing Mode – makes no attempt to anticipate human resource needs and develops no plans for addressing them and (b) Reactive Mode – relies on outside hiring to meet human capital needs, but this approach has begun to fail now that the surplus of management talent has eroded. 

 https://www.youtube.com/watch?v=jTMs3hp-LFU

Trust is the cornerstone of any meaningful relationships in organizations.  Yet, many employees do not trust their organizations due to the lack of employment security in most companies.  According to a USA Today poll, nearly half of those interviewed said that corporations can be trusted only a little, or not at all, when it involves looking out for the best interest of employees.[4] 

Michael Hackman and Craig Johnson, authors of Leadership: A Communication Perspectives, argue that a leader’s credibility is directly related to the quality of his relationship with followers.[5] Marios Katsioloudes, a researcher specializing in Socio-technical analysis, explains that as profitability of mechanization increases, the importance of technology is implied while there is a devaluation of the workers. U.S. businesses cannot point to the lack of employee performance on a global front for mismanagement errors.[6]

Japan, a long-time benchmark for American companies, is being defeated by American employees; today, the average U.S. worker puts in 36 more hours per year than Japanese workers (1,825 vs. 1,789). 

Over the last two decades, balancing work and home life have been difficult since Americans have added 200 hours to their annual work schedule.[7] Employees want to be valued. 

Jeffrey Pfeffer, author of The Human Equation, acknowledges that organization success is directly related to implementation, and this capacity comes from the workers, how they are treated, their skills, and their efforts as it relates to the organization.[8] 

Leaders should see followers as more than mechanical parts for their organizational objectives. Managers assume that giving employees new technology is enough to keep them happy. Likewise, leaders should view followers as a vital component of the socio-technical system. 

Discuss the concept of human factor buy-in for today’s organizations.

 © 2013 by Daryl D. Green                                    

 


[1] Contemporary Management by Gareth Jones and Jennifer George

[2] Talent Management by Peter Cappelli

[3] Talent Management by Peter Cappelli

[4] “Leading others while supporting organizational values” by Daryl D. Green

[5] Leadership: A Communication Perspectives by Michael Hackman and Craig Johnson

[6] “Leading others while supporting organizational values” by Daryl D. Green

[7] “Leading others while supporting organizational values” by Daryl D. Green

[8] The Human Equation by Jeffrey Pfeffer

 

Technology Relevancy

Components of Technology

We can’t survive without technology.  Are we too dependent on it?  When the computer network is down in our office, it’s a pretty wasted day because we are paperless.  Yet, you won’t find many modern organizations that can operate when their technology malfunctions. 

This week we will focus on technology relevancy as part of the three practical applications (i.e. value modeling, technology relevancy, and human factor buy-in) in socio-technical systems.  

Organizations must understand that technology needs to be relevant as it relates to benefiting the whole socio-technical system.  Technology relates to the combination of skills and equipment that managers use in the design, production, and distribution of goods and services.[1]   

Gareth Jones and Jennifer George, authors of Contemporary Management, argue the significance of technology forces on organizations:  “Technological forces can have profound implications for managers and organizations. Technological change can make established products obsolete….”  The graveyard of many businesses is littered with numerous failed opportunities of senior executives to understand market shifts and technology opportunities.   

As an engineer myself, we are taught to use theory in order to build, design, and operate technical systems, whether mechanical, digital, or otherwise. Sometimes this creates a technical superiority over the other components of this socio-technical system. 

Organizations should obtain input from employees to ensure that the organization has not only the best technology for its operations but the right technology.[2]  This sharing of information can only come with mutual trust of leaders and followers.  Gary Yukl, author of Leadership in Organizations, notes, “Empowerment is more feasible when there is a high level of mutual trust…Leaders can affect the psychological employment of followers in many ways, and participative leadership and delegation are only two of the relevant behaviors .”[3] 

There have been numerous cases where organizations have purchased new technology to solve a problem or to become more efficient when a simple conversation with impacted employees would have produced better results at a lower cost. Therefore, organizations should invest their time in identifying the relevant technologies for their socio-technical system in a participatory manner.    

Discuss the concept of technology relevancy for today’s organizations. 

© 2013 by Daryl D. Green                                    


[1] Jones, G.  & George, J. (2009). Contemporary Management

[2] “Leading others while supporting organizational values” by Daryl D. Green

[3]Leadership in Organizations by Gary Yukl

 

 

Value Modeling

justice-symbol

Last week, we started the discussion about socio-technical systems and its impact on today’s organizations.   In the next few weeks, we will address three practical applications (i.e. value modeling, technology relevancy, and human factor buy-in).  Understanding value modeling is a critical attribute that managers need to acquire in times of uncertainty and high risks.  Effective leadership becomes the hallmark of high performing organizations. 

Organizations must model its values to both first-line supervisors and managers in a socio-technical system.  However, it won’t happen without good leadership.  Leadership is defined as the ability to influence others toward a shared objective or goal. 

Dr. Richard Daft explains that today’s employers are looking for authentic leaders who understand them, act consistent with high ethical standards, and empowers others with their openness and candor.  Dr. Daft argues, “To be authentic means being real, staying true to one’s values and beliefs, and acting based on one’s true self rather than emulating what others do.”

 https://www.youtube.com/watch?v=A2SKTP43oRQ

Yet, some organizations expect employees to understand its culture, its values, and its principles by attending new employee orientation or by reading a company brochure. This is simply not the case. Vince Adams, who has over 20 years as an environmental manager, understands delicacy of balancing a socio-technical system.

Adams has extensive experiences with both government and private organizations that are finding themselves neglecting to outline and demonstrate its value systems to employees.[1] Adams states, “Companies must build values into their employees so that employees know what the expectations are for that organization.”

James Kouzes and Barry Posner, authors of The Leadership Challenge, have researched several thousand businesses and government executives and they outline setting the example as a critical attribute of an effective leadership.[2] Kouzes and Posner argue, “Once people are clear about the leader’s values, about their own values, and about shared values, they know what’s expected of them and can better handle the conflicting demands of work and personal affairs.”  Therefore, employees expect leaders in organizations to model these values in their organizations, and this is also true for socio-technical systems. 

Discuss the concept of value modeling for today’s leaders. 

© 2013 by Daryl D. Green                                    

 


[1]“Leading others while supporting organizational values” by Daryl D. Green

[2] The Leadership Challenge by James Kouzes and Barry Posner

 

Mapping Out Socio-Technical Systems

human-vs-robot-09

Another problem is presented. A worker gets injured on a subcontractor’s project. We gather around the table to dish out the blame. Everyone wants to point fingers. The project manager blames inadequate funding while the safety engineer cites an ineffective preplanning process. Nothing gets resolved. The issue moves up the line for a senior management decision. There’s a meeting to discuss the matter.  

Someone leads out and says, “What can be done to prevent this problem?” Numerous technical recommendations are offered. Standing up, I state, “Why don’t we ask the workers about this problem? Let’s get them involved so that they can help find the solution.”

The room gets quiet. Finally, one senior manager suggests that we should take money away from the subcontractor, buy new technology, and fire the worker’s supervisor. Everyone agrees. After dealing with this same problem every month, I was hoping for a different answer. I was disappointed again.[1] 

Why do we see managers make the same mistakes over and over and never want the day-to-day workers involved in the process? Executives are then shocked when their employees don’t buy-in on their latest management initiative. One of the reasons organizations do not reach peak performance is because managers do not create socio-technical systems to support organizational values.

With fierce global competition and a need for a market advantage, I found it surprising that managers move toward the quick fixes like downsizing for short term gain without analyzing the organization over the long-term. I am not suggesting that this approach is easy; however, I am declaring that over the long haul, an organization will become a stronger institution in the process. [2]  

The concept of socio-technical systems is very important in a highly competitive environment. Socio-technical systems relate to the reciprocal interrelationship between humans and machines. In fact, the idea explores how both the technical and the social conditions of work interact with efficiency and the human condition.[3]

This interaction satisfies each, but does not compromise the other.  Since the industrial age, researchers have recognized that both technical and social factors impact organizational performance.

 https://www.youtube.com/watch?v=GOePJH7LYZ4

Daniel Wren, author of The Evolution of Management Thought, concludes that analyzing a social system gives management an avenue to measure conflict between the “logic of efficiency” demanded  by the formal organization and  the “logic by sentiments” by the informal organization.[4]

In profit hunting, many businesses lose focus of the importance of socio-technical systems. Given precepts, the questions for most managers becomes how to use this scholarly perspective in the practitioner’s avenue where time is money and money is time.  In the following weeks, we will address three practical applications (i.e. value modeling, technology relevancy, and human factor buy-in) so that socio-technical systems within organizations can support its organizational values. 

Discuss the concept of socio-technical systems in today’s organizations.

 

© 2013 by Daryl D. Green                                                       

 


[1] “Leading others while supporting organizational values” by Daryl D. Green

[2] “Leading others while supporting organizational values” by Daryl D. Green

[3] “Philosophy of socio-technical systems” by Gunter Ropohl

[4] The Evolution of Management Thought by Daniel Wren

 

Capping Mediocre Performance

Yelling-boss

Today’s organizations carry a desire to promote the concepts of high performance teams.  Yet, few managers are willing to put in the work to make this happen. According to Merriam-Webster Online, mediocre is defined as ‘of moderate or low quality, value, ability, or performance.’ The concept of mediocre is synonymous with being average or ordinary.  What individual worth his salt wants to be called mediocre? 

Employers know how to deal with troublemakers in the organization or poor performers.  However, how does an organization get rid of a person who is average?  Who is willing only to do enough to keep his or her job?  Perhaps, mediocre performance is generated by the lack of trust among workers.  In 2010, a Right Management study of over 4,000 employees in the U.S. showed a problem with employee trust in in their organization.

Over 57% occasionally trusted their managers to make the right decisions.  In fact, three quarters of all employees surveys had a low trust factor toward their managers.  Why should they trust their supervisors?

Today’s American workers are one of the most effective workforces across the global when the gauge is high productivity.  These workers are often greeted with deflating wages and threats of outsourcing of their jobs or company layoffs. Lee Ozley, management advisor, has been watching mediocre performance over the years as a consultant for businesses.  He has been amazed at how senior managers allow mediocre performance to continue in their organizations: “When I then get to know some of the ‘mediocre’ performers, it is not too difficult to determine what they believe to be the perception of the boss regarding their performance.”

Why don’t bosses care enough about their colleagues to ‘tell it like it is?’ Even organizations with fairly sophisticated performance appraisal systems seem to have the same problem – people simply don’t know where they stand. How can an employee be expected to continuously improve if their boss won’t level with them?” Therefore, setting expectations and having a method to ensure compliance is critical.

Richard Daft, author of Management, argues the importance of management involvement in creating higher performance: “All managers have to pay attention to costs, but severe cost cutting to improve efficiency can sometimes hurt organizational effectiveness. The ultimate responsibility of managers is to achieve high performance….” 

However, some organizations fail to understand that people are not like other resources. People can think and make different choices. Companies attempted to put their evaluations of their performance on autopilot with little regard of the individual employees. 

Yet, Gareth Jones and Jennifer George, authors of Contemporary Management, argue that any performance appraisal should include meaningful feedback to employees:  “For the appraisal and feedback component of a human resource management system to encourage and motivate high performance, managers must provide their subordinates with feedback.”  However, employees are not fool with concerns by managers.  Organizations need to build an engaging corporate culture that stimulates outstanding achievement instead of cynical employees who have mediocre performance. 

Discuss the concept of mediocre employee performance in organizations.

 © 2013 by Daryl D. Green                                    

 

Opting Out: How to Increase Worker Satisfaction

baby-boomers-finances-050212

Many managers are clueless.  Some bosses think because employees have a job despite the  financial crisis, employees should be happy.  When the pressures of globalizations are upon American businesses, companies need workers to achieve high performance.

In my book, Breaking Organizational Ties: How to Have a More Fulfilled Life in Your Current Job, I researched and tracked the growing discontentment of some employees about their job situation. In fact, U.S. employee satisfaction is at a 20 year low.

Most employees do not trust their senior leadership to guide the  organization with their employees in mind.  Furthermore, cost cutting of  professional training and education and the lack of vertical advancement in organizations are creating a growing number of unhappy workers. Given these organizational constraints, employees seek to opt out by giving the organization the least amount of performance in order to keep their jobs.

Since the economic downturn, some employees are dissatisfied  with professional growth and career advancements in their jobs.  Gareth Jones and Jennifer George, authors of Contemporary Management, note that managers need to be mindful how they make decisions that affect employees.

Downsizing and outsourcing are a way of life for most organizations.  However, many times low morale in these organizations is  attributed to how employees are treated in this process.  Jones and George further suggest that managers should show compassion and empathy for layoff victims, by providing  employees with as much advance notice as possible about the layoff, and giving  clear information about severance benefits.

After the layoff, they can  also assist layoff victims in their job search efforts. These are a few of the ways in which managers can humanely manage a layoff. Richard Daft, author of Management, explains the importance of motivating employees:  “One secret for success in organizations is motivated and engaging employees. Most people begin a new job with energy and enthusiasm, but employees can lose their drive if managers fail their role as motivators.”

Therefore, managers need to inspire followers to minimize the number of individuals who ‘opt out’ in organizations.  Employees play a critical role in determining if they will ‘opt out.’ Marsha Sinetar, author of Do What You Love, The Money Will Follow, notes that the lingering consequences of employees who only work to obtain a paycheck: “Most of us think about our jobs or our careers as a means to fulfill responsibilities to families and creditors, to gain more material comforts, and to achieve status and recognition. But we pay a high price for this kind of thinking.”

Yet, if organizations are to be successful, they can’t afford their workers to be ‘opting out’ and providing less than superior performance against the backdrop of global forces. 

Discuss how managers can inspire employees toward greater job satisfaction.

© 2013 by Daryl D. Green