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Leadership & Business Wisdom

The Success of the entire business depends on the most important resource of any organization which is certainly human resources. They are creators and makers of new technical, technological and organizational solutions, creators of new values, controllers of working process and development of business systems.

The key question is: who will manage human resources and motivate them so that the whole organization performs better. Leadership is one influence, one work of art and the process of impact on people, in sense that those who are affected are voluntarily and willingly participating in the creation of new values in the organization. Precisely, the role of a leader is to motivate its co-workers to their potential contribution in achieving the objectives of the organization. Leadership and motivation are key factors influencing the success of the organization, as well as employee satisfaction.

Therefore, the connection and interconnection of successful leadership and proper ways of motivating employees are essential for all organizations. In developed nations, it is also said that the democratic leadership style is one of the most effective. It assists employees feel valued, gives them a sense of ownership over their position, and motivates high productivity.


The Right Compromise

One has to start out with what is right rather than what is acceptable (let alone who is right) precisely because one always has to compromise in the end. But if one does not know what is right to satisfy the specifications and boundary conditions, one cannot distinguish between the right compromise and the wrong compromise —and will end up by making the wrong compromise.

There are two different kinds of compromise. One kind is expressed in the old proverb, “Haifa loaf is better than no bread.” The other kind is expressed in the story of the Judgment of Solomon, which was clearly based on the realization that “half a baby is worse than no baby at all.” In the first instance, the boundary conditions are still being satisfied. The purpose of bread is to provide food, and half a loaf is still food. Haifa baby, however, does not satisfy the boundary conditions. For half a baby is not half of a living and growing child. It is a corpse in two pieces.

Building Action into the Decision

A decision is a commitment to action. Until the right thing happens, there has been no decision. And one thing can be taken for granted: the people who have to take the action are rarely the people who have made the decision. No decision has, in fact, been made until carrying it out has become somebody’s work assignment and responsibility—and with a deadline. Until then, it’s still only a hope.

– A decision will not become effective unless needed actions have been built into it from the start. Converting a decision into action requires answering several questions:

– Who has to know of this decision?

– What action has to be taken?

– Who is to take it?

– What does the action have to be so that the people who have to do it

– can do it?

The action must be appropriate to the capacities of the people who have to carry it out. This is especially important if people have to change their behavior, habits, or attitudes for the decision to become effective.

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