Friday, October 13, 2006
Self Managing Employees
Is it the responsibility of the employee to take ownership for their situation at work and help themself improve upon their situation? How much affect can he/she really have? I'm struggling a lot with this question. I suppose if an employee worked in an environment that fostered that type of ownership, it would seem more plausible, but that's a pretty big supposition. If on the other hand, the employee's environment does not allow for this type of ownership, what then? How does the employee go about improving their situation? A lot of questions my friends. One would hope that the answers will come next... but I'm at a loss. How can I help this employee?
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2 comments:
The employee has the responsibility to be him/herself. If he/she is innovative and self actuating then be proactive at work. I did a great deal of "taking responsibilty" at one school at which I taught but there was much to be desired at said school. It was small, independent, not accredited but had students who needed to learn. I basically told the "THEM" what I was going to do as a teacher.
If your he/she is not a swaggert,braggert I think most managers would respect someone who wants to make the workspace more efficient, profitable, etc. If management doesn't like such employees then maybe silence is golden but maybe a job change might be better.
Does this make sense?
Taffy
Job change? Now that's just crazy talk!
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