Individuals’ sense of “Personal Responsibility
Individuals’ sense of “Personal Responsibility
Introduction
Personal responsibility implies different things to different people. In broad-spectrum, individual sense of personal responsibility would be viewed as doing what one is meant to do as well as fulfilling their obligations that are ought to be attained. As a result, it brings about positive personal transformations into an individual’s work life to a more positive, energetic, and dynamic organizational cultures. Evidently, it would be deduced from the definition that individual sense of personal accountability does not equate to taking care personal interests, but also the responsibilities of others including the organization or workplace where they are employed. The resolution of this issue paper, therefore, would be in the elucidation and giving further details in the factors that contribute to an individual’s sense of personal responsibilities as well as the factors that inhibit or lower a person’s sense of personal responsibilities within his/her workplace. In addition, the paper would expound on the applications that would enable workplace managers increase personal responsibilities of their workers, and as a result, the behavioral problems would be minimized.
There are various factors that are attributed to an individual’s sense of personal responsibility, for instance, integrity, sense of responsibility, emphasis on quality, disciple, as well as sense of teamwork. Integrity encompasses all features of an employee’s job something that enhances trusting relationships with clients, fellow workers, and their supervisors. Sense of responsibility on the other hand as a factor that contributes to an individual’s sense of personal responsibility determines on how an employee works, and the amount of work that would be tackled. It is worth noting that once the workers develop personal responsibility that would be right for the job performance. Equally, discipline takes certain level of commitment to accomplish the tasks that are mandated to him/her, emphasis on quality as well ensures that the workers do not only attain at their minimum but rather, at their ultimate level of their productivity. As a result, the workforce would produce great work something that would be attributed to personal responsibility. Finally, sense of teamwork plays a crucial role in contributing to the contributing an individual’s sense of personal responsibility.
Based from the factors that contribute to an individual’s sense of personal responsibility expounded exceedingly, would be linked and connected to theories of criminal behavior. There are various criminal behavioral theories, but the major one includes the psychological model, sociological model, and the biological model. Starting with the psychological model, it would be deduced that the prototype undertakes that there are consequent psychological type that would be taken as antisocial disorder in the DSM-IV before termed as sociopath or psychopath. Hence, deviant behavioral characters that would be seen from the criminal theory, such as self-centeredness as well as lack of empathy all are connected to personal responsibility. Similar to the way that the criminal theory endeavors at transforming the environment for the offender with an aim of reducing crimes as well as the creating of worthwhile environments will go a long way in ensuring that personal responsibility and accountable manner.
Social approach is an additional criminal theory that would be linked to the rationales on how the factors play a major role in the increasing the sense of personal responsibilities. Under the theory, it is clear that the crimes are undertaken as a result of the lack of social normalness or the lack of connection with the society. That would be equated to the exceeding factors expounded that once an individual lacks a positive attachment to his/her workplace, there will be less sense of personal accountability or responsibility. Similarly, in the sociological criminal theory, the disassociation that exists as well as the lack of collective conscience results to the criminal activities that happen within a society. That would be equated to the lack of responsibility that would result in case workplace managers do not adopt measures that would ensure that the employees have a sense of belonging something that will ensure that they increase their sense of responsibilities. Just like crime that results as a result of unequal social opportunities in the society, unequal treatment in the workplace would be a sure way not creating an environment that would enhance a positive sense of personal responsibility. The criminal theory in addition goes a long way to give examples on how to reduce and contain crimes within a society. For instance, the increase in the legitimate opportunities for the advancements and social well-being would as well be applied by manager to motivate their workforce giving way to enhanced sense of personal responsibility and accountability.
Factors that Inhibit or Lower a Persons’ Sense of Personal Responsibility
Just as there are factors that contribute and foster an individual’s sense of personal responsibilities, there are instances where they lower a person’s sense of responsibility as well. For example, poor motivation and representation at the workplace reduces the sense of personal responsibilities. Since the workers will be poorly motivated to attain the set goals and objectives of the company, they equally will lack the urge to enhance their sense of personal accountability. That is bearing in mind that responsibility increases responsibility and the lack of one of them gives way to the limitation of personal responsibility. That clearly would be connected to the sociological criminal theory that requires that all the members of a society be offered equal opportunity to succeed. Failure to that, there would be less likelihood of individuals to increase their sense of personal responsibility since the connection between them and the community would not be present.
Poor leadership and management is an additional reason that would be tabled for the lack of sense of responsibility. As it will be revealed below, it is without difficult for employees to build the needed sense of accountability if the management will not have done so themselves. As a result, it becomes mandatory for the management to ensure that they adopt workable procedures that would foster positive sense of personal responsibility; otherwise, it is a sure way that people would inhibit growth of positive responsibility. That would be connected to the biological model or rationale for crime where it is held that the happenings of crime within a society are hereditary or as a result of the biological makeup of the society. The theory goes in to indicate that all the effects channeled to control crimes would be reduced in case their origins are tackled and handled. Equally, the employees of an organization would not be expected to develop a positive sense of responsibility if their managers have not done so themselves. That indicates that for a company to a workforce that has a positive sense of personal responsibility, they ought to start to the managers. Besides, the manager would have considered the fact that personal responsibility or accountability is the natural outcome of individual’s decision to take responsibility for something, and in this case, it would be to the mission and vision of the company that under which he/she works. In addition to that, the workplace managers can undertake in the building a relationship based trust within the organization with an intention of increasing personal responsibility and reducing behavioral problems. The foundation of a responsibility based culture within an organization is a high level of trust throughout the organization. That way, sense of responsibility will have been fostered within the workforce of an organization.
Application
Grounded on the exceeding elucidations, various arrangements or actions that workplace managers would opt for to increase personal responsibilities as well as reduce behavioral problems at the workplace. Although the employees as well play a crucial role in the formation of an environment that can foster personal responsibilities, the managers must lay the foundations for such to take place. To start with, the manager ought to create a working environment that the employees would feel connected to the missions and visions of the organization. That fact would be as a result of the clear connection that would have been formulated; a connection between what the employees do and the success of the organization would be combined. In addition, the manager ought to understand the by creating the right environment, the workforce cannot be held responsible or accountable, but rather, they only choose to be accountable to the organization. Hence, the manager would have considered the fact that personal responsibility or accountability is the natural outcome of individual’s decision to take responsibility for something, and in this case, it would be to the mission and vision of the company that under which he/she works. Moreover, the workplace manger would have gone a long way to ensure that the behavioral problems that results in the workplace are reduced bearing in mind that once a person has developed personal responsibilities, such problems diminish.
Equally, the workplace managers can undertake in the building a relationship based trust within the organization with an intention of increasing personal responsibility and reducing behavioral problems. The foundation of a responsibility based culture within an organization is a high level of trust throughout the organization. Once the managers have accomplished to trust between management and employees are high, there are various happenings that would be associated with that (Carducci, 2006). For instance, the workers would keep raise their commitments, strive for excellence in whatever they undertake to accomplish in line with the organization’s objectives. In addition, information flow would be exchanged freely within the workplace where feelings and opinions are discussed openly and no hidden agendas are held by workers. Expectations are as well clear and disagreements are discussed and resolved something that not only increases performance through increased personal responsibilities, but also reduced conflicts within the workplace. Workplace managers cannot get accountability and personal responsibilities without developing trust among employees to take ownership of their jobs, and considering that fact that employee would not opt for personal responsibilities unless they trust the management under which they are working.
Reference
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Helfgott, J. B. (2008). Criminal behavior: Theories, typologies, and criminal justice. Los Angeles: SAGE.
Mulu, Y. E. (2004). Psycho-educational and family factors that contribute to aggression in schools. Leipzig: Leipziger Univ.-Verl.
