Improving Accountability In An Organization

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Improving Accountability in an organization Behavior and attitude The success of any organization relies on the behavior of its employees. Human behavior influences organizations in various ways. Ensuring a functional interface between the organization and human behavior is an essential approach to an organization's success. In an organization, the manager is supposed to tell why some employees engage in certain behaviors while others don't. Besides, the manager should be able to predict the reaction of employees towards various actions and decisions. Finally, the manager should be in a position to influence how an employee behaves. Organizational behavior serves great importance in an organization because it involves research and guidelines for the managers to clarify the goals of employees, understand what motivates employees and what increases their job satisfaction (Colquitt & Wesson, 2009). The sustainability of the desired behavior in organizations involves certain practices. The practices that managers and leaders use to influence the goals of an organization, as well as the goals of employees, include cultivation of the right organization culture, application of the right leadership, understanding of the development of great leaders, recruiting the right employees, understanding the needs and nature of workers, development of high performing teams, and maintenance of excellent performance (Colquitt & Wesson, 2009).

Employee behavior determines the level of accountability in an employee. Ordinary Employees · Training and developing employees on the accountability issues · Making expectations clear regarding employee performance after training · Ensuring that every employee behavior aligns with the organization culture and · Laying out consequences of action · Make accountability a habit · Have difficult discussions Other approaches can be used to increase executive employees' accountability in terms of behavior and attitude, which may include: Leaders · Deploy biometric devices such as retinal and fingerprint scanners to allow senior employees to clock in and out for their shifts. This ensures that employees must be present at work to sign in or out. This helps to promote accountability on employees with absenteeism behavior (Ghanem & Castelli, 2019). · Giving additional benefits for employees with a massive change of behavior · Making sure to assign actions during the meeting · Encouraging good leadership skills · Self development · Laying out organizational rules and regulations regarding leadership behavior and attitude. Communication style Many challenges are usually encountered in an attempt to navigate the work environment. Working with other people involves many upsides, especially in a team atmosphere. Working with different personalities can also become a challenge in a work environment. Effective communication is an essential part of a thriving work environment since it influences the workplace's relationship (Ghanem & Castelli, 2019). Communication and relationships are elements of a pleasant working environment. Communication in a work environment can be between team members, two people, customers and employees, and the higher-ups. Regardless of who you are communicating with, there is a need to observe the use of excellent communication skills. Some of the ways to enhance accountability in terms of effective communications for ordinary employees and leaders include (Lipman, 2014): Normal employees · Talent development · Deploying the use of open-plan environment where employees can interact with others and with their leaders regularly · Having written goals · Self development · Addressing poor performance as soon as possible · Follow-through and make follow ups Leaders · Eliminate dysfunctional compensation policies by not paying bonuses to poor performances · Through ensuring annual objective setting and making it a serious business function, not a bureaucratic exercise · Ensuring that the leaders are evaluated in terms of communication styles in the organization through collecting feedback from normal employees · Deploying an open door policy where normal employees can interact with top employees regularly. This enhances transparency, which is the ultimate goal of improving communication style. · Lead by example · Recognizing that procrastinating things only makes them worst References Colquitt, L., & Wesson, O. B. (2009). Improving Performance and Commitmen in The Workplace. Florida: McGraw-Hill Irwin , 2 . Ghanem, K. A., & Castelli, P. A. (2019). Self-accountability in the Literature of Leadership. Journal of Leadership, Accountability and Ethics , 16 (5). Lipman, V., (2014). How To Improve Management Accountability In Your Organization. Forbes.

Paper For Above instruction

Accountability is a fundamental aspect of organizational effectiveness, directly influencing performance, ethical standards, and overall success. Improving accountability within an organization requires a comprehensive approach that addresses both behavioral attitudes and communication dynamics among employees and leaders. This essay explores strategies for fostering accountability through understanding employee behavior, cultivating organizational culture, enhancing communication, and deploying appropriate leadership practices.

Understanding Employee Behavior and Organizational Culture

The foundation of organizational accountability lies in understanding employee behavior and aligning it with the organization’s goals. Human behavior is complex and influenced by various factors, including motivation, job satisfaction, and workplace environment. Effective managers recognize the importance of behavioral research and apply guidelines to motivate employees and increase job satisfaction (Colquitt & Wesson, 2009). Cultivating a positive organizational culture is paramount; it entails establishing shared values, norms, and expectations that reinforce accountability. When employees internalize these cultural elements, their behavior naturally aligns with organizational standards, reducing the need for external control.

Practices such as clear communication of expectations, consistent performance evaluations, and recognition of accountable behaviors contribute to this cultural alignment. Additionally, training programs focused on accountability issues clarify expectations and equip employees with the necessary skills to meet organizational standards. For example, when employees understand their responsibilities, consequences of actions, and the importance of accountability, they are more inclined to internalize these values and demonstrate responsible behavior (Ghanem & Castelli, 2019).

Leadership and Behavior Influence

Leadership plays a critical role in shaping accountability. Leaders influence employee behavior through modeling, motivation, and establishing clear norms. Deploying biometric devices like retinal or fingerprint scanners can ensure attendance, thereby promoting punctuality and reducing absenteeism (Ghanem & Castelli, 2019). Providing additional benefits or recognition to employees demonstrating responsible behavior reinforces accountability practices.

Effective leaders also foster accountability by setting clear objectives, conducting regular performance feedback sessions, and encouraging open discussions. Leadership development programs that emphasize emotional intelligence, decisiveness, and ethical standards further support accountable environments. For instance, leaders who actively engage in self-development and lead by example inspire employees to follow suit.

Communication: Enhancing Transparency and Trust

Communication style significantly impacts accountability. Transparent, open, and respectful communication fosters trust and clarifies expectations. An open-door policy, where employees feel comfortable sharing concerns or feedback with management, promotes accountability by reducing misunderstandings and promoting trust (Lipman, 2014). Clear articulation of goals using written documentation, regular updates, and performance reviews help employees understand their roles and responsibilities.

Moreover, addressing poor performance immediately prevents issues from escalating and encourages continuous improvement. Leaders must demonstrate effective communication skills—listening actively, providing constructive feedback, and maintaining an approachable demeanor—to reinforce accountability.

Strategies for Implementing Accountability Improvements

Practical steps to improve accountability include deploying biometric attendance systems to ensure punctuality, providing performance-based incentives, and creating a culture where accountability is habitual. Regular training sessions, leadership evaluations focusing on communication, and establishing formal mechanisms for feedback and conflict resolution strengthen accountability practices.

In addition, organizations should foster environments where employees feel empowered to take ownership of their work. Encouraging self-development, aligning individual goals with organizational objectives, and recognizing responsible behaviors contribute to sustaining a culture of accountability. Furthermore, addressing issues proactively and having difficult but necessary conversations enhance the organization’s accountability standards.

Conclusion

In conclusion, improving accountability in an organization hinges on understanding human behavior, fostering organizational culture, implementing effective leadership strategies, and cultivating transparent communication. Leaders who model accountability, communicate effectively, and establish a culture of trust and responsibility create a resilient organization. Continuous evaluation and adaptation of strategies ensure that accountability remains embedded in organizational practices, ultimately leading to enhanced performance and ethical standards.

References

• Colquitt, J., & Wesson, M. (2009). Improving Performance and Commitment in The Workplace. McGraw-Hill Irwin.
• Ghanem, K. A., & Castelli, P. A. (2019). Self-accountability in the Literature of Leadership. Journal of Leadership, Accountability and Ethics, 16(5).
• Lipman, V. (2014). How To Improve Management Accountability In Your Organization. Forbes.
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