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Efficiency of Responsibility

Opportunity with decision making responsibility is the only way to discovery true capabilities of employees and the workplace as a team.

The following concepts are only effective where true priority (not wishful) is to get the job done. In many workplaces, control has priority, which is the opposite of responsibility. More on priority.

Decision Making Responsibility versus
Control in the Workplace
Worker responsibility is inefficient in the short term, but is efficient in the long term. Following orders without input is efficient in the short term, but is inefficient, if not costly, in the long term.
Treat a person like an engineer, through self-fulfilling prophecy he will think and act like an engineer. Treat a person like a helper,  through self-fulfilling prophecy he will think and act like a helper.
Getting the job done has priority. Command-and-control leadership has priority.
Workplace adapts to change, becoming a leader of changing technology. The workplace adapts to the status quo, becoming a follower of changing technology, when competitors forced them to.
There is opportunity for innovation. People by nature search for ways to make their job easier – with responsibility, they have authority to take action. People following orders do not have authority to take action to make their job easier. They have learned not to have an opinion or make their opinion known. They accept the status quo and will fight change.
Leadership can discover and promote employees that have demonstrated natural talent for a given skill. Where employees only follow orders, natural talent is not recognized or discovered.
Employees are considered an investment. Employers want to increase the value of their investment. Expanding employees’ capabilities will increase their value. New talent and ideas increases efficiency. This may be costly up front, but it reduces cost on the backside. Employees are considered a cost. Employers want to lower cost. They do this by limiting training to narrowly focused tasks. This may lower cost up front, but it is costly on the backside. Very often a new employee is hired for a tasks a current employee could have handled.
Responsibility reduces the need for mid-level leadership. Control increases the need for mid-level leadership.
Responsibility attracts people who seek to be on the leading edge of technology. Control attracts people who reject change, they accept their current status.
Problems are solve while minor, if not avoided. Problems only get solved when recognized by authority.
During idle time, workers with responsibility brag how they solved or prevented problems. This is training time, passing on information to coworkers. Positive attitudes about the company are also exchanged. During idle time, workers idle talk is about outside activities, what they did last weekend and what they are going to do next weekend. This time is used for an escape from the work environment. Negative attitudes about the company are also exchanged.
Sharing knowledge
The sharing of knowledge increases efficiency.
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Attitude when employee has responsibility. Attitude under command-and-control leadership.
Both men appear to be doing the same amount of work. One is working smart - searching for a better way. The other only follow orders - waiting for the whistle to blow

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