Every employee who is responsible for performing an assigned duty in a proficient manner and purposely decides to neglect the details required in completing these goals will be held accountable for their actions. Accountability in the workforce is an important necessity in order for a business to be successful.
While a manager may be in charge of a sales team, he trust that each salesperson will fulfill their obligations, such as calling on customers, taking orders and making sure all quotas are met. If one salesperson out of ten fails to meet these demands, the manager may be the one who is held accountable for the decline in profit. Despite the failure of this employee, it is instead a reflection on the manager, and his performance could be in question. This is an unfortunate situation. However, accountability in the workforce if often placed on a person who has earned the trust of the business owner, and he, in turn, trust that the manager will emphasize the same work ethics to his team.
If an employee is not performing to the best of his ability and in turn shifts his responsibilities to others, this makes them accountable for mistakes made on his behalf. If a boss does not recognize this and take action against the employee who shuns his responsibility, it can create animosity in the workplace, and diminish the respect of his loyal employees.
There are certain guidelines and standards that each employee should be aware of, and expected to follow. This is what is normally used to measure a person’s job performance. When not living up to these qualifications, an employee may a gentle reminder of his failure to comply. If held accountable for unacceptable behaviors, it will often turn this performance around. If not, after a certain amount of warnings, it becomes obvious that this person does not take his job very seriously, and therefore may be dismissed.
Accountability in the workforce holds each employee responsible for his or her actions. This can include getting to work on time, maintaining a work schedule, and being able to fulfill the requirements of the job.
Now for the Army, it becomes an obligation more than“willingness” while you have to be willing to do it as well. Those that are unable to be accountable are the ones that jeopardize the combat readiness of any unit. Basically it is the understanding that from the bottom up. Top down and laterally everyone is going to do and is willing to do the right thing even when no one else is looking. This is practiced at your home base where everyone is assigned tasks and details not only including your own job that you are expected to do and do right but hold others accountable as well as a system of “check yourself, then check your buddy.” Doing the job correctly and ensuring others do it as well and do it safely are all part of accountability in the military as one does not have to experience combat to understand that just being in the military is inherently dangerous given the types of equipment and weapons that are used to train and deploy with. As an example any live weapons range you go to part of the safety brief is “everyone here is a range safety” meaning anyone can call a cease fire if they observe dangerous behavior or a situation regardless of rank and it can be a Colonel or a brand new private, does not matter. As such in that event everyone becomes accountable not only for the operation of the range, the mission objective to have everyone qualify but do it in a safe
• Accountability: We don’t say, “It’s not my fault” or “It’s not my job.” We take responsibility for meeting our commitments – our personal ones as well as those of the entire organization. We take ownership of the
The workplace is a very sensitive place, especially in businesses. The workers need to be motivated by their bosses to do work properly. Otherwise, they get demoralized. The managers should not be harsh in correcting mistakes since mistakes are bound to happen in any scenario. The manager should have a democratic way of communicating with the employees, this way they become free and the job environment becomes conducive. It is evident in job-friendly environments that jobs are well done and profits increase.
As the salespeople’s immediate supervisor, it is the primary responsibility of the manager to provide proper training to enhance the salespersons’ effectiveness and improve their skills. Given the importance of having a productive and enthusiastic sales team, the manager needs to develop and manage effective reward and compensation packages to ensure a highly motivated and satisfied sales force. Sales managers also ensure that the company 's standards of professionalism, image, and branding are consistent with the sales team’s interaction with company customers. The manager 's presence also makes customers feel valued as well as provide credibility on behalf of the company (Pilling, Donthu, & Henson,
Merriam-Webster Dictionary defines accountability as: “the quality or state of being accountable; especially: an obligation or willingness to accept responsibility or to account for one 's actions. Accountability is one the most important aspects in the military and civilian life style. Holding Marines accountable for their actions and having every Marine and piece of gear assigned to you accounted for is required at all times. It ensures the safety and stability of all the Marines.
Accountability is a subject that covers everything from knowing how many diapers are left for the baby, to knowing how many AT-4 Rocket launchers are in the Platoon, who has them, and how experienced they are with using it. If you hold yourself accountable for your actions then your superior will not have to, because you already know the proper course of action to take to correct your issue, and to present any change to them so as to keep the Unit in working condition, and the Corps able to complete its mission.
Accountability defined as the responsibility of an individual in a position of an employee or student. In this section, I am going further to mention some situations and how does this situation demonstrate the responsibility that reflected from the dimensions of my personality, including conditions from communication, diversity awareness, decision-making and problem solving. First am going to point at some of my situation that I experienced as a student and then build it up to the situation that I faced in the work placement program as an employee.
The most simple dictionary definition I have found is: The quality or state of being accountable; an obligation or willingness to accept responsibility or to account for one 's actions. Accountability can be applied to many situations in the daily life and it can easily be overlooked in the civilian world, but when it comes to the US Army or any military branch, accountability is one of the most important things. That is why is instilled in every soldier since the moment they are shipped out to Basic Combat Training. The whole Army needs accountability to keep operations running 24/7. From the PVTs, all the way up to high ranking officers, we all need to be accountable for our assigned equipment, location/status, personnel, and our actions. If we are not held accountable of our
The delegator is accountable for the acts of delegation and incur liability if found negligent in the process of delegating and supervising; while the delegate is accountable for the completion of the delegated task. The delegator is accountable for the transfer of responsibility and authority to a competent delegate (Porter-O-Grady & Malloch, 2016). The distinct concepts of accountability and responsibility are the key elements in the effectiveness of the delegation process. The difference of “accountability and responsibility relates to their orientation” (Porter-O’Grady & Malloch, 2016, p. 53). Responsibility emphases on the work, the competence of the delegator and delegate, the efficiency of the processes, the quality of work, and the excellence of the application; while, accountability focuses on the issues of outcome and demands attention to the effects of the work (Porter-O’Grady & Malloch,
There is an array of key components and factors involved in making an organization a successful business. One of those elements consists on evaluating employee’s performance; this sole component is critical in determining how effective is the organization’s productivity and which are the necessary steps to ensure proper functioning. “The performance appraisal may be one of the few times during the year where an employee and the reviewer, typically the employee's supervisor, can sit down and have a lengthy face-to-face discussion about all aspects of the job” (Joseph, 2016). Employees’ performance assessment serves as an instrument to gather important information as to which areas of the job description are being performed according to standards
According to Cooper (2009), objective responsibility is a person’s responsibility to someone, or a collective body and include responsibility for tasks, subordinate personnel, and the ultimate goal achievement. The Guerilla Government had accountability to their supervisors and to the public and an obligation to perform their assigned duties and follow instructions.
Report to duty at the designated time. Being on time is an essential component of success within every company, and thus it is imperative that all X employees fulfill such obligation. As many of us can experience unpredictable events periodically, in case
Responsibility is the fact of being accountable for and to make decisions without authorization. Having great responsibility will take make someone
Bearing responsibility, as the stronger form of accountability requires officials to resign from office when a serious mistake is committed; while answerability, as the weaker form of accountability and the seemingly more usual case in Hong Kong, does not require office holders to bear responsibility. It does however, require the official who made the mistake to explain and defend their actions when questioned on forums such as committee meetings, news conferences, and the Legislative Council (Legco).
Another large debate in the issues and impacts of obesity is the responsibility of employer’s. Especially for those whose obesity comes from a sedentary lifestyle. Or perhaps need the preventative measures of keeping obesity at bay. A hot topic on the rise is whether or not employers should be mandated to give employees a work-out period in their schedule. The employers could offer employee’s incentives for utilizing resources (a company gym, discounted memberships, and dietician, walking a company track) and by using the resources keep costs low. Though initially it could be costly to take on the responsibility to offer extra incentives to employee’s it could offer long term potential savings. (Villareal, Apovian, Kushner, and Klein 2005) Those whose companies offer various programs and actively engage in them express more happiness, productivity, a greater quality of life, and overall better health. Better health allows for employee’s to serve their employers better. They use less sick pay, keep insurance premiums low, and are more likely to be in tune with their daily job. So while the initial cost may be high, the long term financial gain of a happy, healthy, productive team is hard not to invest in!