規則與關係:找到一個好的平衡

By: Rick Boxx

就如同許多家庭一樣,許多企業似乎也努力在找一個平衡點使其能維持規則紀律,同時又提供員工有足夠的自由和個別特性。有些機構太寬鬆,讓他們的員工可以去做任何自己覺得合宜的事。有些則太嚴緊,嚴格地限制員工的行動和舉止。

當我帶領企業的工作坊,我喜歡教導以下的公式:
規則 + 關係 = 全體的正直完整

我在商業界的經驗使我學到這樣的平衡對一個健康、有生產力的工作環境是非常重要的。若你有許多規則,但卻缺少與員工之間的好關係,你將可能會經歷背叛。

另一方面,若你太強調關係,卻沒有為每天的工作和行為定下經過深思熟慮的方針,你可能會經歷混亂。若能在兩者間取得平衡,就能確保你的屬下知道你關心他們,同時也知道你期待他們工作的結果能符合公司的使命與價值觀。

羅馬書13章3節教導我們:「作官的原不是叫行善的懼怕,乃是叫作惡的懼怕。你願意不懼怕掌權的嗎﹖你只要行善,就可得他的稱讚。

當你的員工對「做得正確」是什麼意思感到困惑,問題就發生了。身為領袖,我們的責任是要清楚且有效地溝通。正如社會學家發現,當孩童了解他們的界限在哪裡時,他們最滿足──不論在家中或在學校。工商專業界人士也期望他們的領袖定出他們要如何工作的範圍。

當人們以自己的價值觀設定出規則和方針來管理自己,這些規則就不是限制。它們其實是讓人們更有力量,因為人們了解在那些界限內,他們可以自由地運用才幹與能力。沒有那些規則,員工會困惑,甚至停頓,因為害怕會做錯事。

另一個做法是讓員工決定他們每個人自己的標準,這會造成混亂的結果。如箴言29章18節告訴我們:「沒有異象,民就放肆;惟遵守律法的,便為有福。」另一種翻譯如此表達這經文:「沒有啟示,人們就放棄限制;但遵行法規的人有福了。」

若只是為了控制人們而設定規則會使人士氣低落,所以規則必須用來增強你們員工的生產力和滿意度。

有效能的領袖知道如何在同情與紀律間取得平衡。你知道嗎?

本文版權為正直資源中心(Integrity Resource Center, Inc.)所有。本文獲得授權改編自「瑞克.博克思的正直時刻Integrity Moments with Rich Boxx」。這系列的文章是以一個基督徒的觀點評論職場的正直議題。想要更多了解正直資源中心或想要收到電子文件的「瑞克每天的正直時刻Rick”s daily Integrity Moments」系列文章,請上網www.integrityresource.org。他的書「如何生意興隆而不犧牲正直」提供人們正直地作生意的方法。

思想 / 討論題目
在你工作的場所中,哪一樣最被強調--規則或關係?請解釋你如何看待這樣的情況。 你認為領袖能夠如何尋求到規則和關係間的平衡?依你的意見,達成這平衡是否可能?為什麼? 有人建議受規則規範的人應該參與規則的制定?你對此有何看法? 你曾否發現自己處在一個不確定什麼樣的規則來管理你的行為或計畫?若有,你對那環境有何感覺?結果又是如何?若你想參考有關此主題的其他聖經經文,請查看以下經節:
箴言6章20-23節,13章13、18節,21章1節;羅馬書13章1-5節;以弗所書6章5-9節;歌羅西書3章17、22-25節

RULES AND RELATIONSHIPS: FINDING A GOOD BALANCE

By: Rick Boxx

Just as in many families, many businesses seem to struggle with achieving a proper balance between maintaining rules and discipline while providing employees enough latitude for freedom and individuality. Some organizations are far too permissive, allowing their personnel to do virtually anything as they see fit. Others are too strict, severely restricting their staff”s actions and behavior.

When I lead business workshops, I like to teach the following formula:

"Rules + Relationships = Corporate Integrity.”

My years of experience in the corporate world have taught me this balance is crucial for a healthy, productive working environment. If you have rules, but have very little in terms of relationship, you will likely experience rebellion.

If, on the other hand, you have placed a strong emphasis on relationships, but you do not have well-thought-out, established guidelines for everyday practices and behavior, you might experience chaos. Being able to balance the two provides assurance to your people that you care about them, yet at the same time expect them to produce results in keeping with your company”s mission and values.

Romans 13:3 teaches, "For rulers hold no terror for those who do right, but for those who do wrong. Do you want to be free from fear of the one in authority? Then do what is right and he will commend you."

The problem occurs when there is confusion among your employees as to what “to do right” means. As leaders, our responsibility is to communicate that clearly and effectively. Just as sociologists have discovered children are most content when they understand their boundaries – whether at home or in school – business and professional people also look to their leaders to define the parameters under which they are expected to perform their jobs.

Rules and guidelines, especially when created with valued input from the people who will be governed by them, are not restrictive. They actually are empowering, because the individuals understand they are free to use their talents and abilities within those limits. Without those rules, workers can become confused, even immobilized, by fear of doing something wrong.

The alternative is for personnel to determine their own standards, which can have chaotic results. As Proverbs 29:18 tells us, “Where there is no vision, the people run wild.” Another translation expresses the same passage this way: “Where there is no revelation, the people cast off restraint, but blessed is he who keeps the law.”

Establishing rules just for the sake of controlling people can be demoralizing, so guidelines must be used as a means for enhancing the productivity – and satisfaction – of people in your employ.

Strong, effective leaders know how to balance compassion and discipline. Do you?

Copyright 2011, Integrity Resource Center, Inc. Adapted with permission from "Integrity Moments with Rick Boxx," a commentary on issues of integrity in the workplace from a Christian perspective. To learn more about Integrity Resource Center or to sign up for Rick”s daily Integrity Moments, visit www.integrityresource.org. His book, How to Prosper in Business Without Sacrificing Integrity, gives a biblical approach for doing business with integrity.

Reflection/Discussion Questions
What gets the strongest emphasis where you work – rules or relationships? Explain how you see this being demonstrated on a day-to-day basis. How do you think a leader can go about seeking this balance, as Mr. Boxx writes, between rules and relationships? Is that even practical to attempt this, in your opinion? Why or why not? It is suggested that people who are going to be governed by established rules and guidelines should have input into what those are? What are your thoughts about taking that approach? Have you ever found yourself in a situation where you were not certain what the rules were that governed your actions or the plans you were formulating? If so, how did you feel about that circumstance – and what was the outcome?NOTE: If you have a Bible and would like to read more about this subject, consider the following passages:
Proverbs 6:20-23, 13:13,18, 21:1; Romans 13:1-5; Ephesians 6:5-9; Colossians 3:17, 22-25

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