Organizations are established under specific rubrics that guide their operations and the process of decision-making. Training of employees on the mode of operation of the organization is one task that any director of an organization bears and is a responsibility that it has to fulfill to equip the employees with the necessary techniques of running the organization. Training in organization especially on matters of creative problem solving, leadership as well as employee motivation is conducted through seminars and workshops that are participatory in nature. Involving the employees in the training process serves the sole purpose of the organization in increasing professional interaction between the organization and the employees as well as the clients. Being the director of an organization, there is important to have a clear mode of conducting training that has to touch on creative problem solving, leadership as well as employee motivation.
Conducting training on creative problem solving, as the director, the handouts have to be clear in illustrating that creative problem solving should involve the breaking down of a problem for easy understanding by everybody, coming up with ideas to solve the problem and also evaluating the generated ideas so as to find the most efficient and effective solution to the problem. The employees have to understand that in creative problem solving, they do not have to wait until an idea or solution strikes them but rather they should dig out any relevant information that can aid in finding a solution to a problem. Approaches to creative problem solving are in a framework of seven simple steps and employees should understand the importance of each step (Bellrich & Samuel, 2013).
The first step is the identification of the problem, where the problem has to come out first. The second step is conducting research on the problem. The next step is for the employees to formulate creative challenges that are relevant to the problem identified. The next step is generation of ideas where the employees come up with different opinions on the best way to handle the problem. The next step is combining and evaluating the ideas for comparison purposes. The other next step is the drawing of an action plan which is followed by the seventh and last step in creative problem solving which is implementation of the action plan.
Employee motivation is also an important area that as a director of the organization is of concern to both the organization and the employees. Training on employee motivation has to be participatory because the employees have to identify the different aspect that motivate them and raise their morale of doing work. There are different ways of generating motivation during times of organization change and one of them is paying and having close attention to the wants and needs of the employees. Performance management is a basic concept used by managers in ensuring employee motivation and productivity boosting (Louise, 2011). Attending to employees' needs makes them feel part of the organization. The wiring room study tests the influence of attention paid to individual workers by the management of an organization and it reveals that worker performance, worker identification and high performance are linked to the group where an employee belongs.
Another way is by job satisfaction. This is the greatest motivator of employee performance in an organization. Directors have the responsibly to ensure that employees are satisfied with the kind of work they engage in during the production process in the organization (Nelson, 2012). The other factor is job satisfaction. However, job satisfaction is not all about the salary that the employee earns but the environmental factors that surround the workplace that include social, economic and cultural environmental factors. Another motivate factor is organizational structures. Organizational structures have a contributing factor to job satisfaction among employees. A more complex structure that requires a lot of input from the employee will cause a strain and is likely to reduce the working potential (Bellrich & Samuel, 2013). Salaries and wages play a role in job satisfaction though it should be noted that job satisfaction is not fully dependent on the salaries and wages. Employees need to be paid according to the work they do and responsibilities they perform in the organization.
Leadership has an importantly significant role in creating an innovative environment in the workplace. Most innovative organizations use the democratic style of leadership because it allows the employee to open minded so as to come up with different ideas over an issue. The democratic style of leadership allows interaction within the employees and the management (Louise, 2011). Democracy style also allows employees to venture into different prospects of research, which creates the best environment for innovation.
For any organization to grow, innovation and invention have to be key factors in the strategy plan. Employees should have a break and go for holidays as such practices create the best environment for innovation as they refresh the brain and one is able to think beyond the workplace environment (Nelson, 2012). The other best leadership for innovative employee minds is transformational leadership, which is dynamic and accepts change. The position of Director of the organization, through transformational leadership, the focus is on the customers where the work is to give direction on how things should be done.
In conclusion, being the director of an organization, there is important to have a clear mode of conducting training that has to touch on creative problem solving, leadership as well as employee motivation. Directors of organizations have to be responsible for the training process in equipping the employees with the necessary knowledge on how to solve problems, be motivated and having a good leadership style that fosters innovation.
Bellrich, P. & Samuel, D. (2013). Employee Management and Motivation: Strategies and Processes. Havard: Havard Business School Publishing.
BIBLIOGRAPHY \l 1033 Louise, B. C. (2011). Employee Motivation: Leadership, Policy & Practice. New York: Cengage Learning.
Nelson, Q. (2012). Organizational Behavior: Motivation in the Workplace. New York: Thomson South-Western Publishers.
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