CC™ Perspective
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The art of managing people
Organizations struggle everyday with the germane issue of what the effective management of people, an organization's most prized asset, actually entails. The effective management of people within an organization requires a thorough understanding of the following:
- Motivation - Whether intrinsic or extrinsic and the importance of positive triggers....
- Job design and environment....
- Company's rewards system and how it is structured and also possibly layered....
- Group influence as a function of Group-think and other allegiances....
Motivation
Human beings are creatures of habit and by that, I mean it is natural to expect that individuals will have different triggers within their genetic and socio-cultural make-up, that ultimately control what their motivations are, where they originate from or worse still, whether or not they have any at all.
Of course, as a business owner or a leader, you would hope you haven't hired someone or lead a group of people on the bottom rung of the Motivation Trigger Index™ (MTI).
Usually, one finds that most people with intrinsic motivation tend to have a higher MTI. They are the high achievers and are usually not driven to succeed or excel necessarily as a result of positive external triggers, but do so because it is just in their make-up. It is however important to note that for these group, the Positive External Triggers (PETs) only serve to further elevate their MTI scores. As for those, whose Motivational Intelligence (MI) require external triggers, they tend to be either in the middle or the lower rung of the Motivation Trigger Index™. People in this category tend to require an appreciable amount of Positive External Triggers (PETs) and ironically, if they have quite a bit of this, they are bound to excel at their tasks, in some cases, even with distinction. However, unlike the first group, their MTI scores tend to vacillate between just above average to poor, as a function of the amount of PETs they are exposed to in their work and related environment.
Human beings are creatures of habit and by that, I mean it is natural to expect that individuals will have different triggers within their genetic and socio-cultural make-up, that ultimately control what their motivations are, where they originate from or worse still, whether or not they have any at all.
Of course, as a business owner or a leader, you would hope you haven't hired someone or lead a group of people on the bottom rung of the Motivation Trigger Index™ (MTI).
Usually, one finds that most people with intrinsic motivation tend to have a higher MTI. They are the high achievers and are usually not driven to succeed or excel necessarily as a result of positive external triggers, but do so because it is just in their make-up. It is however important to note that for these group, the Positive External Triggers (PETs) only serve to further elevate their MTI scores. As for those, whose Motivational Intelligence (MI) require external triggers, they tend to be either in the middle or the lower rung of the Motivation Trigger Index™. People in this category tend to require an appreciable amount of Positive External Triggers (PETs) and ironically, if they have quite a bit of this, they are bound to excel at their tasks, in some cases, even with distinction. However, unlike the first group, their MTI scores tend to vacillate between just above average to poor, as a function of the amount of PETs they are exposed to in their work and related environment.
Job Design and Environment
Over the years, scientific management has sought to strip workers of their initiative, thus ridding the work environment of key intangibles such as skill set diversity, autonomy and most important of all, feedback, constructive or otherwise.
A perfect example of empowering employees and creating an environment that engenders optimum productivity and creativity is to seek input from your employees, even when you, as a leader, know what the solution to a problem is. They may even suggest the solution you have in mind and you can give them credit for it.
Over the years, scientific management has sought to strip workers of their initiative, thus ridding the work environment of key intangibles such as skill set diversity, autonomy and most important of all, feedback, constructive or otherwise.
A perfect example of empowering employees and creating an environment that engenders optimum productivity and creativity is to seek input from your employees, even when you, as a leader, know what the solution to a problem is. They may even suggest the solution you have in mind and you can give them credit for it.
Rewards System
The rewards system must be one that does not give rise to suspicion or insinuations of favoritism. While majority of organizations, big or small, insist on building a "team atmosphere", it is imperative that top performers, particularly those that most closely espouse the company's core principles within the framework of its corporate culture, are duly rewarded and recognized as such.
This process should however be carefully monitored and managed, so as to ensure that everyone (including the non-monetary contributors) feels a sense of belonging to the organization, through their own respective contributions.
It is a well-known fact that the successful execution of a company's business strategy must involve everyone on the ship.
The rewards system must be one that does not give rise to suspicion or insinuations of favoritism. While majority of organizations, big or small, insist on building a "team atmosphere", it is imperative that top performers, particularly those that most closely espouse the company's core principles within the framework of its corporate culture, are duly rewarded and recognized as such.
This process should however be carefully monitored and managed, so as to ensure that everyone (including the non-monetary contributors) feels a sense of belonging to the organization, through their own respective contributions.
It is a well-known fact that the successful execution of a company's business strategy must involve everyone on the ship.
Group Influence
This can either be a "good thing" or a "bad thing", but it depends on how you look at it. Now, while it can create a negative work environment due to its potentially divisive and mostly political nature, it is an unavoidable phenomenon.
Most organizations have learned to not only exist but also flourish with just the "right amount" of group-think, as it actually may engender a spirit of collaboration towards reaching the ultimate objectives of the organization.
The overriding attitude becomes one where the conclusion is that if the company wins, then everyone wins.
© 2024 2CG MEDIA. Coker Confidential™
This can either be a "good thing" or a "bad thing", but it depends on how you look at it. Now, while it can create a negative work environment due to its potentially divisive and mostly political nature, it is an unavoidable phenomenon.
Most organizations have learned to not only exist but also flourish with just the "right amount" of group-think, as it actually may engender a spirit of collaboration towards reaching the ultimate objectives of the organization.
The overriding attitude becomes one where the conclusion is that if the company wins, then everyone wins.
© 2024 2CG MEDIA. Coker Confidential™
Wednesday
The Creation of the (Hebrew) Bible
CC™ Perspective
“The Bible was written and revised in specific historical and cultural circumstances and contexts….”
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Tuesday
Bloomberg makes $600 million contribution to Howard University and 3 other top Black medical schools
Michael Bloomberg's organization Bloomberg Philanthropies announced a $600 million gift to the endowments of four historically Black medical schools.
Bloomberg, the former New York City mayor and the billionaire founder of Bloomberg LP, made the announcement Tuesday in New York at the annual convention of the National Medical Association, an organization that advocates for African American physicians.
"This gift will empower new generations of Black doctors to create a healthier and more equitable future for our country," Bloomberg said in a statement.
Black Americans fare worse in measures of health compared with white Americans, an Associated Press series reported last year. Experts believe increasing the representation among doctors is one solution that could disrupt these long-standing inequities. In 2022, only 6% of U.S. physicians were Black, even though Black Americans represent 13% of the population.
The gifts are among the largest private donations to any historically Black college or university, with $175 million each going to Howard University College of Medicine, Meharry Medical College and Morehouse School of Medicine. Charles Drew University of Medicine & Science will receive $75 million. Xavier University of Louisiana, which is opening a new medical school, will also receive a $5 million grant.
The donations will more than double the size of three of the medical schools' endowments, Bloomberg Philanthropies said.
The commitment follows a $1 billion pledge Bloomberg made in July to Johns Hopkins University that will mean most medical students there will no longer pay tuition. The four historically Black medical schools are still deciding with Bloomberg Philanthropies how the latest gifts to their endowments will be used, said Garnesha Ezediaro, who leads Bloomberg Philanthropies' Greenwood Initiative.
The initiative, named after the community that was destroyed during the race massacre in Tulsa, Oklahoma more than 100 years ago, was initially part of Bloomberg's campaign as a Democratic candidate for president in 2020. After he withdrew from the race, he asked his philanthropy to pursue efforts to reduce the racial wealth gap and so far, it has committed $896 million, including this latest gift to the medical schools, Ezediaro said.
In 2020, Bloomberg granted the same medicals schools a total of $100 million that mostly went to reducing the debt load of enrolled students, who schools said were in serious danger of not continuing because of the financial burdens compounded by the COVID-19 pandemic.
"When we talked about helping to secure and support the next generation of Black doctors, we meant that literally," Ezediaro said.
Valerie Montgomery Rice, president of Morehouse School of Medicine, said that gift relieved $100,000 on average in debt for enrolled medical students. She said the gift has helped her school significantly increase its fundraising.
"But our endowment and the size of our endowment has continued to be a challenge, and we've been very vocal about that. And he heard us," she said of Bloomberg and the latest donation.
Previous largest single donation to an HBCU
In January, the Lilly Endowment gave $100 million to The United Negro College Fund toward a pooled endowment fund for 37 HBCUs. That same month, Spelman College, a historically Black women's college in Atlanta, received a $100 million donation from Ronda Stryker and her husband, William Johnston, chairman of Greenleaf Trust.
Denise Smith, deputy director of higher education policy and a senior fellow at The Century Foundation, said the gift to Spelman was the largest single donation to an HBCU that she was aware of, speaking before Bloomberg Philanthropies announcement Tuesday.
Smith authored a 2021 report on the financial disparities between HBCUs and other higher education institutions, including the failure of many states to fulfill their promises to fund historically Black land grant schools. As a result, she said philanthropic gifts have played an important role in sustaining HBCUs, and pointed to the billionaire philanthropist and author MacKenzie Scott's gifts to HBCUs in 2020 and 2021 as setting off a new chain reaction of support from other large donors.
"Donations that have followed are the type of momentum and support that institutions need in this moment," Smith said.
Dr. Yolanda Lawson, president of the National Medical Association, said she felt "relief," when she heard about the gifts to the four medical schools. With the Supreme Court's decision striking down affirmative action last year and attacks on programs meant to support inclusion and equity at schools, she anticipates that the four schools will play an even larger role in training and increasing the number of Black physicians.
"This opportunity and this investment affects not only just those four institutions, but that affects our country. It affects the nation's health," she said.
Utibe Essien, a physician and assistant professor at the David Geffen School of Medicine at UCLA, who researches racial disparities in treatment, said more investment and investment in earlier educational support before high school and college would make a difference in the number of Black students who decide to pursue medicine.
He said he also believes the Supreme Court decision on affirmative action and the backlash against efforts to rectify historic discrimination and racial inequities does have an impact on student choices.
"It's hard for some of the trainees who are thinking about going into this space to see some of that backlash and pursue it," he said. "Again, I think we get into this spiral where in five to 10 years we're going to see a concerning drop in the numbers of diverse people in our field."
Source: The Associated Press - AP
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