Eliminating Boundaries In Organization

1389 Words 6 Pages
Moreover, Welch tried to eliminate boundaries in GE organization. According to Welch 's interview (1989) it stated that "Staff people, whom I prefer to call individual contributors, can be tremendous sources of added value in an organization..." (p.4). Welch thinks with the influence of an inclusive perspective from all levels in the organization will add value to the organization. Welch also believe that someone, somewhere has a better idea to learn from and add to what you have and put into action. For a company to be highly competitive, it definitely needs to have an inclusive management or inclusive leadership style. An inclusive system is where one carefully considers all contributions from all levels of members and non- members of the …show more content…
Eliminating boundaries in an organization is related to what Max Depree explained as participative management that was discusses in class 4 . He believes that participative management guarantees that decisions will not be arbitrary, secret, or closed to questioning. Participative management is not democratic. Participative management is all about the involvement of the entire employee base in all aspects of decision making within the organization, such as developing plans and strategies, solving problems and implementing decisions. Here, all decisions and implementations are made based on the majority 's decisions. This type of leadership establishes a great relationship between the leader and his people. This method of inviting and getting employees involved in every step of the organization can help to give the employee 's high level of motivation to work extra hard, which in turn increases job satisfaction and at the end increases the productivity of the organization …show more content…
She discussed the model of avoidance of accountability is very essential in sharing information, because it eventually leads to an action. She saw that the senior management did not have the willingness to call out their peers on performance or behaviors, which did not lead to any corrective actions and thereby hurting the organization. For this reason, if an organization ignores to hold members accountable for their actions and mistakes, the right information will never be circulated and this will subsequently not lead to any change (action) to the problems the organization might be facing. This ultimately leads to failure. Therefore Jack Welch believe that if his organization is able to share or communicate the right information regarding their mistakes at the right time, it will provide the employees with the knowledge to make educated and informed decisions that can impact the organization

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