The last 250 years have been marked by the primacy of machine over man in economic activity.
The Industrial Revolution, began in the second half of the XVIII century, determined the beginning of the end of the manufacturing and mechanization of the production processes in general. Two centuries later, the process of global computerization began, passing the machines to replace not only the workforce, but also the operations of logic and reasoning with undeniable benefits for all mankind.
However, despite all the technological revolutions that may exist, people will continue to be the key to success of most companies, regardless of their level of education and the role played by each of them. The machines can be faster and more productive than people, but hardly could get beat human intelligence, so the ability to think, question and criticize will remain an exclusive talent of the human being.
Thus, it is essential that the human structure of each organization is aligned and planned, and permanently identified with the overall goals of the institution they collaborate.
In the same way that the success of an army or a soccer team is directly proportional to the leadership, organization and planning of their guides, businesses must also rigorously define their short, medium and long term objectives, best ways to achieve them and the tasks that each element of an organization should play. This is called align the organization, involving everyone in a global process that has to do with all and whose results will benefit all of them.
Involving means wrapping and compromise someone in a case or circumstance. In the case of companies means that people have to be identified and involved in the process of organization. Each in its function must actively analyze their work and think about alternatives to execute it with effectively and efficiently. If there is no autonomy of decision on how to perform tasks, it should be suggested in the context of a process of internal discussion with the management structure of the company. Superiors bodies should be open enough to question the opinions of his subordinates, but they must also take a critical view of their tasks, suggesting possible improvements in processes that can benefit the whole.
Therefore, is a task for the leaders of organizations to create an environment of open dialogue, promoting the dissemination of global, departmental and individual objectives, making themselves available to hear and discuss suggestions on a top/down and down/top logic, analyzing and arguing all the time the reasons for decisions taken subsequently.
This process of involvement and alignment is one of the basic components of motivation that origin positive results for all organizations that implement and, becoming results, they will benefit financially all those who participate in it.
António Vale
CEO Value Added Partners
[photo credit:Kevin Dooley]
