Summary of article
The article “How to Convert Values to Action: Design the Right Game” talks about the importance of converting values into action in organizations. According to the article, designing a game plan to determine and control the actions of employees is important in order to avoid mediocrity (Critchley par3). Some organizations are mediocre because their leaders choose wrong game designs to attain organizational goals. Many leaders develop appropriate goals but choose wrong strategies to achieve them (Critchley par3). It is important for leaders to understand the importance of organizational strategies and plans in order to improve interactions between employees. The article discusses the implications of certain precepts of the game theory on organizations. It explores two types of approaches that people have with reference to decision-making behaviours.
They include the “defect” and “Cooperate” approaches (Critchley par5). The approaches have different implications depending on the situation and circumstance. The article discusses the dilemma that employees experience with regard to the two approaches. Some organizations fail because they choose strategies that encourage and reward the “defect” approach. Some organizations use an employee review system referred to as stack ranking in which low ranking employees are relieved of their duties (Critchley par6). This ranking system puts employees in a dilemma as to whether to cooperate with others, take responsibility, or embrace risks for increased productivity.
Lessons learnt
I have learnt that the system that an organization chooses to achieve goals will determine the behaviour of employees. Employees will either embrace responsibility, creativity, and innovation based on the organizational system. In addition, the productivity of employees is determined by the organization’s game plan. For example, if the organization wants employees to take more risks and embrace creativity, it should reward them in order to eradicate their aversion to taking risks. In addition, leaders should punish failure and reward success. Finally, organizations should describe their organizational standards clearly to avoid mediocrity in employees. For example, they should describe what success means. Instead of requiring employees to attain excellence in their undertakings, they should describe the meaning of excellence with regard to job descriptions.
Importance of organizational behaviour
The article relates organizational behaviour to success in organizations. The behaviours and attitudes of employees determine the level of organizational success. In addition, the article shows that organizational behaviour has a direct effect on the productivity and efficiency of employees. If the goals are well described, employees show more productivity. However, if they are superficially described, employees become mediocre and unproductive. The article uses an anecdote of a prisoner’s dilemma to demonstrate the effect of behaviour on decisions that people make. The events described show how the organizational structure affects employees’ decisions. Employees make decisions based on how organizational systems with different behaviours. For example, if the system rewards cooperation among employees, then they embrace cooperation and teamwork.
However, if the system does not reward cooperation, then employees shun teamwork and cooperation. If an organization is not achieving its goals, then it needs to change its rules. The effectiveness of an organization’s system determines the behaviour of employees. Designing a system that rewards good values creates a difference in the behaviour of employees. However, if does not recognise and reward good values, then employees embrace mediocrity. It is important for employees to have trust in the organizational system in order to make decisions that promote attainment of organizational goals. Behaviours of employees are determined by the effectiveness of organizational systems and processes.
Works Cited
Critchley, Spencer. How to Convert Values to Action: Design the Right Game. 2013. Web.