By English G.
Drawing on his consulting event and educational history, English applies behavioral ideas to aid managers optimize office strategies. construction on his Phoenix with no the Ashes (1998) and fixing the folks Puzzle (2001), he discusses organizational rationality qualities deemed beneficial for achievement. E.g., he perspectives information and knowledge research as nice democratizers as vs. opinion-based judgements by means of most sensible administration.
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Extra resources for Managing Information and Human Performance
Richard Rorty 32 Chapter Four The Rational Thread Leaders owe the corporation rationality Max De Pree h Most improvement strategies such as re-engineering or learning an organization have a plausible and compelling rationality. Otherwise, managers would not be attracted to them. Their logic, however neat and tidy, tends to be intrinsic rather than contextual. If the organization where they are applied is rational, then no matter how intrinsically sensible, the improvement strategy will not work.
That management would see the condition of its organization and workforce as the responsibility of the human resources department is a source of amazement. With what? Once the information goals are clear, management can better select methods and sources of information, and address the technical questions of who, how many, where, how to deliver/retrieve, what to do with the data, etc. Managers are also in a better position to establish an appropriate budget which is where things often go awry. Many times information gathering is limited by cost considerations rather than the information needed, to the detriment of the latter.
This information is the key to motivating and guiding a high-performance workforce. People receive feedback to guide their efforts, helping their performance become more effective and efficient. This same feedback also reinforces a sense of accomplishment. Thus, good feedback supports both rational and emotional motivation. 39 There is, however, a pitfall. e. if what people are doing is not aligned with what people should be trying to accomplish, information simply reinforces the irrationality and dismay, making the organization de-motivating, both rationally and emotionally.