Transforming Bureaucratic Organisation through Emotional Intelligence

1. Transforming Bureaucratic Organisation through Emotional Intelligence Presentation by: Dr. R.P. Acharya, Director, Department of Atomic Energy, India

2. Few Concepts: • Governance: The manner in which power is exercised in the management of organizations, utilization of country’s economic and social resources for development • Government: Is one of the key institutions through which governance is exercised • Bureaucracy: Means Control, Hierarchy, Rules & Procedures and Impersonality • Emotional Intelligence (EI) is one of the hidden advantage.

3. Link Between Bureaucracy and E.I • William Wyte: Individual was taken over by the Bureaucratic machine, in the name of efficiency • Scott Adams: Many real life situations lack emotional intelligence • Cooper: Employees having emotional intelligence are happier, leading most satisfying and successful lives, not IQ or raw brain power alone • McGarvey: Organizations have to expect people will bring their emotions to work too.

4. Indicators: • Self-awareness : Self-confidence, Realistic self-assessment, Self-deprecating sense of humor • Self-regulation: Trustworthiness and integrity, Comfort with ambiguity, Openness to change • Motivation: Strong drive to achieve, Optimism even in the face of failure, Organizational commitment • Empathy: Expertise in building and retaining talent, Cross-cultural sensitivity, Service to clients and customers • Social skill: Effectiveness in leading change, Persuasiveness, Expertise in building and leading teams

5. PARAMETERS • Self-Knowledge (knowing one’s own emotions) • Self-Management (managing one’s own emotions) • Motivation • Empathy (recognizing emotions of others) • Handling relationships

6. Situational Response and EQ

7. Interactive Logics for achieving the Mission

8. Winning Organization • Focus on people /customers...rather than procedures • Make processes standard but flexible rather than rigid • Focus on roles and responsibilities rather than Hierarchy • Create an environment of trust rather than fear • Facilitate access directly to concern “problem solvers” rather than going through Multiple layers • Boundary less ness, where people are not worried about horizontal / vertical boundaries • Pressure without support simply leads to demoralization while support without pressure leads to complacency.

9. Free flow of ideas • Focus on output rather than effort / hours put in • Focus on bottom line which defines what it means for the organization • Transparent/objective appraisal mechanisms rather than black box/ confidential appraisals. • 360 degrees appraisal systems / peer and customer feed back and review • Growth/promotions based on merit/ performance rather than seniority

10. Citizen Centric Emotions

11. Performance Measurements Indices • EI brings better transparency, improved performance, better alignment of incentives, stronger accountability, better incorporation of technology, and crucially better attraction of talent interpolating:

12. Intra vs. Inter

13. Generic Principles • Good product or service • Good image • Good accessibility • Good employer- employee relationship • Good Accountability • Continual improvement • If one takes care of the soft stuff, the hard stuff takes care of itself. • If one can’t measure, can’t manage’ • Transforming oneself ….will be able to transform the organization

14. Conclusion • EI can change the concept of supervision to vision and the quality of functioning of bureaucratic organization will improve:

15. Not the End...