5 Qualities for Successful Employees in Any Organization - Essay Sample

Introduction

For any organization seeking to be successful, it has to have good workers and intelligent management. The leadership of any organization seeks to hire the best employees who will assist in the growth of the organization in terms of profit, innovation and various other aspects. Therefore, the employees that a company seeks to employs should have particular qualities which will be essential for the development and achievement of the objects of a specific organization. The qualities of workers are crucial determinants of the success of the firm. They can either lead to immense success or reduced success. Some of these qualities that as a manager of the organization I would look for when hiring workers may include the following;

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Team playing is an essential quality of workers that most organizations want to hire. A team player is a worker who can relate and work with other employees cohesively and in unity. Team playing is crucial as it involves maximizing the input which will give maximum output. Discipline is another critical quality of a worker that I would look for when hiring my workers. The aspect of disciplined workers enables them to perform their roles diligently, reporting to work on time and completing their duties on time. Having disciplined workers is an excellent step towards the success of the organization. Another quality of the workers I would hire is adaptability. This quality will allow the worker to adapt and conform to any changes that may occur in the workplace. (Garton, & Mankins, 2015).

There are many other qualities that I would go for when hiring my workers. Additional attributes for good workers that I would employ are leadership qualities. Going for a worker who can lead the others is an advantage as he/she can be in a position to motivate and lead the others toward working correctly. A worker that remains positive despite the challenges that he/she might face at the working place is worth employing. I would hire such a worker as he wills not give-up despite the problems that come along with the responsibilities. Such a quality is essential for a company to push through. Finally, a trustworthy worker is a critical asset of a firm as there are times we entrust valuable goods as well as vast amounts of money to the workers. An honest worker gives the employer peace of mind as there is no fear of the money getting lost. (Garton, & Mankins, 2015).Leadership is an essential quality of a worker. As earlier stated, workers need motivation from themselves. It is necessary that the top management of an organization appoints a few workers to lead the rest and this form the basis why leadership is required when hiring workers. The workers who are to be selected into various positions to lead the other must, therefore, have the principal characters of a good leader. These characters will assist them in discharging their leadership roles. Some of the qualities may include the following as discussed below:

Honesty and integrity are essential qualities of a good leader of whichever status, whether high or low levels. A person who is appointed to lead the other should practice honesty and integrity to set an excellent example to the group that he/she is leading. (Algahtani, 2014). Additionally, this quality is necessary for accountability as well as trustworthy. A leader must account for their actions and win the trust of the employer as well as that of the junior workers that he/she is leading. Without these qualities, the leadership that will be delivered will not influence the organization into any success. To the centrally, leadership without honesty and integrity may lead to the fall of an organization.

Decision making is the second quality of a good leader in an organization irrespective of the level of leadership. (Algahtani, 2014). A leader is a person who is proactive and is required to think fast and make sound decisions that do not adversely affect the organization or the people the decision may affect. A leader who makes the right decisions should first think about the impact of the decisions as most decisions from the leaders tend to affect a considerable number of people. Therefore, the leader making a decision must be sensitive and have the necessary skills of making decisions, rather than making decisions when he/she is not sober. He/she should ensure that the decisions are made when he/she is relaxed, not over excited or when they are depressed or overwhelmed in any way.

My company's organizational structure is designed in a way that allows innovation and creativity. Some of the regulatory measures to facilitate innovation include the following as discussed below:

Empowering the employees is a means that my organization has in place to encourage innovation from them. It is clear that some workers are creative and can invent projects and programs that may help the firm to develop or other projects that will assist them in their personal lives. Therefore as a way of empowering them, my firm conducts special educations and helps fund some useful ideas. Additionally, the firm allows the workers to thinks independently as it is through this that a person will craft an approach that turns to be innovative to help the firm or help them as individuals. (Horibe, 2016).

Another method of creating room for innovations in my firm is the understanding that failure is not always bad. A person who never fails is a person who never tries creativity. Failure at times is unpreventable to a person who keeps on trying new thing and is part of the challenge that may trigger an innovation as the worker figures out how to solve the problem and as a result, they may discover a way of solving the issues, and that is innovation. It is, therefore, our custom not to criticize the workers for every reasonable failure they register. We appreciate the fact that no one is perfect. Our workers feel encouraged to keep trying various means to solve the cause of what resolute to the failure. (Horibe, 2016).

References

Algahtani, A. (2014). Are leadership and management different? A review. Journal of management policies and practices, 2(3), 71-82.

Garton, E., & Mankins, M. C. (2015). Engaging your employees is good, but don't stop there. Harvard Bus. Rev. Available at: https://hbr. org/2015/12/engaging-your-employees-is-good-but-dont-stop-there [cited 15 March 2016].

Horibe, F. (2016). Creating the innovation culture: Leveraging visionaries, dissenters, and other useful troublemakers in your organization. VisionArts Inc.