What is Initiative Principle?
The initiative principle states that there should be freedom for employees to do the given tasks in new ways as they see fit.
This management concept assumes that every employee should have trustworthy flexibility to make decisions and build strategies.
Employees shouldn’t be penalized for insignificant errors or work.
They wish to carry out their obligations at their own risk and with their own understanding.
Employees that have more freedom feel more self-motivated, which increases their commitment to the company.
When employees are forced to do the given task the way the manager wants to be done employees will do the manager’s way.
But when initiation is ensured it lets employees complete the task in many ways that the manager would not think is possible.
The manager must welcome the employee’s suggestions in the meeting, decision-making, and plan formulation.
He should realize their suggestions are as valuable as other executives.
When this is ensured employees feel that it is their plan, it must be completed, and they feel self-motivated, and devote their best effort without any external motivation.
The initiative further enables new ideas to perform the same tasks, employees feel motivated, they become loyal to the organization, and management-employee relations also strengthen.
Thus, the manager should welcome employees’ initiations and encourage employees to present their ways of executing formulated plans.
It further makes the working environment more efficient, interesting, and cooperative.
Advantages of Initiative Principle of Management
When implemented, the initiative principle of management can provide the following benefits:
Employees Feel Valued and Motivated
When employees are encouraged to take initiative, their ideas and concerns are recognized, which makes them feel valued and respected.
This recognition fosters a sense of ownership and belonging, motivating them to contribute more actively and meaningfully to the organization’s goals.
Introduction of New Ideas and Techniques
The initiative principle encourages employees to bring in fresh ideas and innovative techniques for executing tasks.
When employees are empowered to make decisions and suggest improvements, it can lead to new methods and efficiencies that benefit the organization as a whole.
Increased Work Efficiency
Allowing employees to take initiative means they are more likely to find creative solutions to problems, streamline processes, and implement changes that enhance efficiency.
With a proactive approach, employees can often complete tasks faster and more effectively, resulting in improved overall productivity.
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Reduces Burden on Managers
Giving employees the freedom to take initiative reduces the workload on managers.
Managers no longer have to micromanage every task, as employees are empowered to make decisions within their scope.
This frees up managerial time for strategic planning and more complex decision-making, rather than focusing on routine tasks.
Fosters Self-Motivation
When employees are trusted to take initiative and see the positive results of their efforts, they become self-motivated.
This reduces the need for external motivation or costly incentive programs, as employees naturally strive to perform their best when they know their contributions are valued and impactful.
Results of Avoiding Initiative Principle
Avoiding the initiative principle leads to a stagnant, uninspiring workplace, where employees feel disempowered, demotivated, and disconnected.
The Workplace May Feel Boring
When employees are not encouraged to take initiative, their work becomes repetitive and unchallenging.
Without opportunities to contribute ideas or solve problems, the work environment can feel monotonous, leading to a lack of engagement and interest in daily tasks.
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Employees’ Initiatives Might Be Ignored
If employees’ attempts to take initiative are ignored or discouraged, it buries their creativity and sense of ownership.
When employees feel their contributions are not valued or considered, it leads to frustration and disengagement, further decreasing their motivation.
Demotivation Due to Lack of Consideration for Ideas
Employees who are not given the chance to share their ideas or take action on them may feel unappreciated.
When their input is consistently overlooked, it can lead to a loss of confidence and morale, as they begin to feel that their work and thoughts are not important to the organization.
Reduced Participation in Important Meetings
If employees are not encouraged to take initiative, they may feel disconnected from key decision-making processes.
This lack of empowerment can result in passive behavior, where employees avoid or disengage from meetings, missing valuable opportunities to contribute and collaborate.
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Joshep Mahesh holds Bachelor in Management (BiM) Degree. He loves to share his business knowledge in his free time.