Although the discussion on this topic was not clearly discussed it gives plenty of queries on my mind. HOW? When? Why?
Through further readings, I was able to understand that I belong to this kind of organization “ Passive – Aggressive Organization”. It was according to the e-book I have read entitled “ The Passive-Aggressive Organization Converting Consensus Into Action by Booz & Company. stated that “ Passive-Aggressive Organization breeds a culture of simulated compliance where “everyone agrees but nothing changes.” Building a consensus to make major changes is no problem; it’s implementing the changes that can prove impossible.” It’s a big YES that I belong here, because as what I observed on my organization, the implementation of the guidelines is not strictly imposed and most members of organizations are resistant to change.
Symptoms of this Organization
Inability to Execute (The organization is extremely resistant to change)
People always afraid of change, Why? Like here in my organization most of the members afraid to change its because most of them are old in this organization, they are tired to do new patterns in their hobbit, just like on calculating grades they mostly stick on the old one. And most of them said they are old enough to study and to engage such technology.
Inability to Execute (Reaching consensus is easy, but actions are not implemented)
As what I observed on my Organization, when conducting a conference and needs a majority to tackle an agenda, after agreeing, the arguments always exist after agreement, Just like the organization decided to have an educational tour, after agreeing and approving the tour, one member raised that she will be able to attend the tour. Although it was being approved by the body that everybody should attend on that tour. Although it was a motivation but still it is not implemented.
Ineffective Decision Making
Mostly problems encountered by a certain organization is plenty of people who will criticize on a certain decision. Just like on our organization, we are just an annex to the main campus. And most decision made are just only on the main campus, probably if there are some memos may come on us, still plenty of questions and second guess may appear on a certain decision.
Information Disconnect
Because our organization is just an annex to the main campus, plenty of information is being disconnected to us. and most of it is all about motivation activities, and when it comes to work the communication is updated.
Inconsistent / Conflicting Motivators
In a certain should be imposed, because in motivating employee will Improves level of efficiency of employees. but retaining the talent of the employee, and made them productive. Here in my organization as what I observed the motivation is being set aside, and I think the organization was not able to see it. Just like the other day my colleague was invited to attend a seminar, and I thought, its one way to motivate them, but they were not happy to attend, its because their budget that was being allocated by the administration is just low. Although that seminar is helpful to them.
Curing the Organization
Just a motorcycle if critical problems may exist on the performance of the motorcycle one option to repair it is to overhaul it.
On curing to the infected organization "Passive Aggressive" steps should be follow:
1. Identify the root causes.;
2. Step back and look forward
- on this step, top managers are most concern on determining the concerns and dysfunctions of their organization.and determine the solutions to counter to the determined dysfunctions.
3. Make Decisions…and Make ’em Stick
- decision should be effective and clarify decision rights.and must institutionalize accountability fore decision.
4. Spread the Word…and the Data
- information barriers must be systematically eradicated.
5. Ring in the Bell Curve
- Top managers should accurately manage the compensation and rewards to their employees.
As what I observed on my Organization, when conducting a conference and needs a majority to tackle an agenda, after agreeing, the arguments always exist after agreement, Just like the organization decided to have an educational tour, after agreeing and approving the tour, one member raised that she will be able to attend the tour. Although it was being approved by the body that everybody should attend on that tour. Although it was a motivation but still it is not implemented.
Ineffective Decision Making
Mostly problems encountered by a certain organization is plenty of people who will criticize on a certain decision. Just like on our organization, we are just an annex to the main campus. And most decision made are just only on the main campus, probably if there are some memos may come on us, still plenty of questions and second guess may appear on a certain decision.
Information Disconnect
Because our organization is just an annex to the main campus, plenty of information is being disconnected to us. and most of it is all about motivation activities, and when it comes to work the communication is updated.
Inconsistent / Conflicting Motivators
In a certain should be imposed, because in motivating employee will Improves level of efficiency of employees. but retaining the talent of the employee, and made them productive. Here in my organization as what I observed the motivation is being set aside, and I think the organization was not able to see it. Just like the other day my colleague was invited to attend a seminar, and I thought, its one way to motivate them, but they were not happy to attend, its because their budget that was being allocated by the administration is just low. Although that seminar is helpful to them.
Curing the Organization
Just a motorcycle if critical problems may exist on the performance of the motorcycle one option to repair it is to overhaul it.
On curing to the infected organization "Passive Aggressive" steps should be follow:
1. Identify the root causes.;
2. Step back and look forward
- on this step, top managers are most concern on determining the concerns and dysfunctions of their organization.and determine the solutions to counter to the determined dysfunctions.
3. Make Decisions…and Make ’em Stick
- decision should be effective and clarify decision rights.and must institutionalize accountability fore decision.
4. Spread the Word…and the Data
- information barriers must be systematically eradicated.
5. Ring in the Bell Curve
- Top managers should accurately manage the compensation and rewards to their employees.
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