Examining an organization's administrative status, one needs to analyze the level of competitiveness, the efficiency of internal operations, and the staff morale, among other factors, to determine an organization's health status. When establishing if the company is working to precision the organizational behavior, culture, performance, and resilience to change, it must be assessed to reveal its position (Lencioni, 2012). Any organization needs to focus on its employees' well-being to ensure that they are empowered and motivated to complete any given tasks. Having worked at a navy base, I can ascertain that the military's organizational health is well top-notch due to its management's effectiveness and efficiency. I will use a 1 through 10 rating scale, assuming that 1 represents low-level health status and 10 the highest health level. Using Lencioni's disciplines, the following will assess the organizational health status in the navy.
Building a Cohesive Leadership Team
The management of any organization plays a huge role in determining the company's status and health patterns. The navy is no exception as it receives its directives from the most influential person in a country who happens to be the president or the prime minister in some nations. We received our orders from the superiors, the major general, supervised by the minister in charge of defense. The central idea embedded in the top management was to run the operations to manage the short period performance while upholding the long term health status (Chiniara, & Bentein, 2018). The leadership team's goal was to be the best arm of the country's defense forces. The strategy of inclusivity would be essential in ensuring the leadership team was engaging and inspiring. The navy base had a well-focused and flexible management style that enabled it to accomplish its set objectives. I would give a rating of 9 in my rating index. Such is because our superiors were engaging and inspired confidence, which raised everyone's morale enabling us to meet our targets. The working conditions were favorable and desirable that motivated most employees and our clients.
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Creating Clarity
The navy's department heads were cohesive and had the motive of aligning various functions to staff members who had the expertise of handling a specific task. The reason for our existence was apparent as we were required to specialize in fields such as engineering, geology, water science, and human resources, only to mention a few. We were expected to exhibit good manners and respect for one another. Personal clarity in employees helps to reduce confusion, while organizational clarity helps to increase productivity. One of the most efficient strategies to handle clarity would be memos and letters to issue directives. The navy base's success was evident as we managed to rescue some kidnapped sailors, guarding the coastline, maintaining the coral reefs, and regulating fishing activities. My ratings for clarity in the navy are an 8 due to the well-organized management system, which had defined communication patterns. The use of reverse accountability was evident in the navy, making it a reason for my rating. According to Gary (2011), reverse accountability is an invention in management that holds everyone responsible for their actions. The job was well organized, with minimal cases of indiscipline and undesirable behavior.
Over Communicating Clarity
Communication is essential in any organization, and the navy is no exception. Communicating directives enthusiastically and repeatedly help to eradicate chances of discrepancies. My supervisor would always emphasize the key areas that I needed to address, which made me not forget what was required of me. I handled my tasks with due diligence for me to acquire positive results in my performance appraisal. Performance appraisal is an essential tool for determining employees' efforts and success levels (Purwana, 2015). The most effective strategy the navy would have used to achieve a maximum level of over-communicating is teleconferencing as a way of communication. Reinforcing clarity is essential in ensuring that members understand what is expected. My rating on this principle would be a 7 is because some heads of departments would forget to over-communicate as weaknesses were visible in some sections such as finance and accounting.
Reinforce Clarity
Some management processes, such as recruiting and hiring, remuneration, dismissal, and managing performance, require clarifying clarity. An organization is healthier if it establishes non-bureaucratic programs to govern its various operations (Gagnon, John, & Theunissen, 2017). The navy administrative unit always ensured that staff members received the right message and insisted on the value of getting precise, clear, and confident information. Our leaders were tenacious with the spirit of teamwork and ensured that everyone was on board. My ratings to the reinforcement of clarity would be an 8 because of the precision and accuracy of the information shared. One of the most effective plans to reinforce clarity would be setting clear rules and regulations to guide any operation in the navy base. The top management is always responsible for reinforcing clarity in any organization and should always ensure that employees understand the value of reinforcing clarity.
Conclusion
Patrick Lencioni's disciplines on organizational health enhance the success of any organization. Building a cohesive team, creating, over-communicating, and reinforcing clarity entail the disciplines of Lencioni. The disciplines interlink with Hamel's speech on "Reinventing the technology of human accomplishment." The two agree that management should be adaptive, innovative, inspiring, and engaging to all its workforce. Reverse accountability also adds value to companies by promoting openness and collaboration. The best way to rate an organization's health is by analyzing its core values, mission, and vision statements and setting goals. The top management remains an integral part of ensuring the realization of set goals and objectives.
References
Purwana, D. (2015). The Effect of transformational leadership, academic culture and organizational health on managerial effectiveness: A study of an Indonesian public higher education institution. Review of Integrative. Business & Economics Research , 4 (4), 367-380. http://103.8.12.212:33922/storage/app/publikasi/artikel/art000712670820160926121949.pdf
Gagnon, C., John, E., & Theunissen, R. (2017). Organizational health: A fast track to performance improvement. McKinsey Quartely . https://www.veruspartners.net/wp-content/uploads/2017/10/Organizational-health-A-fast-track-to-performance-improvement.pdf
Chiniara, M., & Bentein, K. (2018). The servant leadership advantage: When perceiving low differentiation in leader-member relationship quality influences team cohesion, team task performance and service OCB. The Leadership Quarterly , 29 (2), 333-345. https://www.sciencedirect.com/science/article/pii/S1048984317303491
Gary Hamel. (2011, August 8). Reinventing the Technology of Human Accomplishment [Video]. youtbe. https://www.managementexchange.com/video/gary-hamel-reinventing-technology-human-
Lencioni, P. (2012, March 20). The four disciplines of organizational health | Leading blog: A leadership blog. Leadership @ LeadershipNow.com . https://www.leadershipnow.com/leadingblog/2012/03/the_four_disciplines_of_o
