Self-Esteem as a Goal of an Ideal Organization
The organization can develop this environment of enhanced self-esteem through implementing the following:
- Participation: Employees are not forced, but have the opportunity to participate in all appropriate activities within the company and are invited to do so
- Freedom: Employees are trusted to determine their own best courses of action
- Openness: The organization and employees are fully open with each other. They keep no secrets except certifiable industry or security secrets. Employees answer all questions truthfully and completely
- Recognition: Each employee is recognized by the organization. As a policy, the organization routinely acquires an understanding of the worth and abilities of each employee. As a policy, the organization routinely acquires an understanding of the worth and abilities of each employee
- Empowerment: Each employee feels empowered and does everything voluntarily. Employees are capable of participating in final decisions on all the issues they know most about and affects them
- Humanity: The organization appreciates and knows each employee as a person and encourages social contacts
Furthermore, according to Will Schutz, individuals can aid their self-esteem through avoiding certain actions, most important of which include avoiding judgment and blame for one’s self and others. Through the above mentioned points we can clearly see a correlation between having a psychologically safe environment and higher self-esteem.
Whether higher self-esteem leads to higher productivity or higher productivity leads to higher self-esteem, it clearly doesn’t matter the chicken comes first or the egg. In conclusion, all that matters is that when individuals within organizations at all levels are able to work with a safe environment that appreciates diversity, promotes curiosity, and is free from judgment and blame, this will help them acknowledge their value, increase their self-esteem, and in return increase overall productivity.
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