When did we forget that people aren’t cogs?
We’re not in a big machine.
You’re not a general.
And this isn’t one giant, messy, bloody battlefield!
If I had a penny for every time someone told me I was a cog in a giant machine then I would be a depressed billionaire (because billion is the new million, apparently). No wonder employees across the world become demotivated and demoralised but some of the most exciting and innovative firms often have the happiest employees.
For this reason, today I’m going to talk about two employee relationship theories called Theory X and Theory Y (there’s a Z too!).
In a Theory X workplace bosses think their employees hate being there, they’re only working there to pay their bills, aren’t motivated and won’t stay their a second longer than they have to. To get anywhere, you need an authoritarian approach where you as the boss know best and you decide what needs to be done and you make sure it happens.
In a Theory Y workplace its the contrary, in fact you believe your employees care about their work and the success of themselves and their firm. In fact given some free reign, they’ll have the ability to be creative and make some of their own decisions, they can be given responsibility!
Creating an environment of trust within your office will empower your employees and allow creative ideas and suggestions to flow. You will entrench the company’s interests into each of your employees by demonstrating belief in their abilities and in their motivations.
So often healthcare institutions, whether its at the management or clinical level operate, as Theory X organisations and that may be necessary to an extent due to the stakes at play. However, a bit of the other from time to time might drive doctors and nurses to take leadership and innovation themselves to new and greater levels.
A leader isn’t told they’re a leader, they just take the lead through action.
Dr Saif Abed
CEO and Co-Founder
Abed Graham Healthcare Strategies Ltd