Ownership today has become the fad among young generation of employees. Before joining an Organization the first thing they would want to know is how much space is available for ownership to blossom. Gone are the days when employees would keep requiring running to their bosses and seniors for approval of every step they need to take, or every procedure they need to begin with. Gone are the days when there would be one man calling all the shots. For if somebody did that today, the employee would consume hardly any reaction time and next thing that would land up is a resignation and a brighter future elsewhere.

So why has ownership replaced all measures of motivating an employee to give in their best. Why it is today that money and incentives do not derive equal pleasure and ensure a good night’s sleep as much as ownership does?

Today every person is eyeing to be an entrepreneur by their own means in some way or the other. Every induction in an Organization when somebody from the top management ask, “How many of you see yourself as future CEO’s of an Organization” instantly 70% of the crowds have their hands shot out! Even if 20% of them do not really know what it may take to be there, 25% may halt their dreams out of securing job and realizing it’s not their cup of tea, 15% may begin with something but never finish it due to early setbacks and out of the rest 10%, hardly 3% end up as CEO’s! So why is there this horde of people wanting to be the man who has the power and influence to turn tables for an organisation?

It’s all about the ability to be given enough freedom to do what they love doing. It’s about getting that space of their own where they can invent, innovate, experience, jump in joy and lie low in setbacks. It’s about feeling these moments of life on a personal account basis. Why should they let somebody else rule their chances of growth and learning?

In times like this Organizations have evolved to be smarter species and many people have edged themselves one level up compared to the EQ status of their employees. Ownership yes is provided but a controlled one. Employees get their share of responsibilities and much beyond than the actual deal of Job Description for the profile. Of course enrichment of profile is something that makes an employee gloat in content, however a controlled ownership would mean: one being free to gather all resources on their own, work out measures and strategies of approaching the issue, study the repercussion of the procedure that would soon be implemented; but just before the employee can go ahead with the grand plans – he ought to tell his superior about it. Here is where all the clipping happens, strategies are realigned to the business goals and the grand plans are modified to the superiors’ line of thought. Plus a good enough reason/feedback is rarely or never given to the employee. Resultant – the very happy an employee some time back, is not so amused now. However convincing the clippings may sound, however at the end of the day one needs to keep getting back to the management / superior for approval on matters. We have an unhappy employee now, who feels his freedom of action is curbed and encroached upon. It won’t be long when he would be at loggerheads with his superior and the Organization as a whole. It won’t be long before he would begin detaching himself with the excitement about working on something. A slow deterioration in his efficiency and performance would be strong indicators of a likely hop.

So for all managers and superiors who have at certain times practiced controlled ownership, time to think whether they can trust the instincts of enthusiastic employees and believe in their capabilities? Of course clearly mentioning the goals of the Organization before hand and how they plan to achieve it, before all work is done and then people sit and decide whether the new model suits them. Or continue with the age old hierarchy system of reporting, process flow model and operations.