Question

sometimes you think it may be necessary for leadership to instill some degree of fear. For example, if a company is stagnant, and employees are complacent in their positions, is a good shake up exactly what may be required? Based on Bob's information gathering, he concluded that he doesn't want lazy people, he wants people who are onboard, eager and ready to contribute to change. If the majority of the individuals are not this, then maybe in this case he has to make a profound impact quickly to shift the cultural mind-set overall?

Answer 1

It is true that Bob has to make a meaningful impact for making the people eager, excited and always ready to contribute for the best of the organisation. Knowing what makes the employee excited for their job, all the relevant techniques, methods and change has to be brought up in the organisation to shake things a little bit and generate excitement within themselves. To change this cultural mindset of people from stagnant culture to a more growing and developing culture, many activities and culture improving elements could be added like:

1. Job enrichment techniques: The job could be enriched by adding various elements and enriching components in the job like training, growing methods, counselling, career growth options etc to make sure the job is attractive to perform.

2. Empowerment: The job should be empowering and learning for the employee. Decision making abilties and strategies should be delegated to make sure everyone has a chance to provide feedback and to take decisions for the right growth.

3. Job rotation or movement: Also, the culture of the people could change while adding the job rotation and movement strategies where different jobs and skills should be performed by the employees so they could learn various skills under one job position.