What is the system model?
In the system model, the organisation looks at the overall structure and team environment, and considers that individuals have different goals, talents and potential.
The system model attempts to develop feelings of mutual trust, where employee performance is driven through the integrated approach, the corporate culture, the employee’s role and perceived value in the organisation.
A more contemporary model
The system model is relatively common in today’s work environment. Rather than viewing employees in isolation, the system model looks to integrate employees and their skill set into the processes and functions of the organisation.
As a result, this model is a shift away from the traditional approach where the employees were primarily motivated by financial and other benefits only.
The system model views employee needs in a broader context than just financial return – the model views employees as wanting a good working environment where they could work with integrity, supported by tools, processes, and a logical organisational structure .
This model contends that if the organisation respects and trusts their employees and assigns them appropriate tasks, then the employees will try their best to meet the standards and deliver good results for their organisation. And the employees to benefit through increased job skills, experience, and being a valuable member of the team.
Role of management
Managers in the system model look to resolve any work issues with concern for the overall system and range of employees. Managers act as facilitators, or problem-solvers, to a large extent.
Management considers the ever changing demands of work structure and organisational cultural needs in complex dynamic environments.
The word “system” comes from this view that the manager is responsible to hold together the team – just like one system – connected with each other through the feelings of mutual respect and from being an integrated overall process.
Impact on performance
If the employees feel secure and happy with the organisation and perceive that they have a valuable role to play, then they become more committed to the organisation. This is because they will have a feeling of “ownership” of the roles and even part of the direction of the organisation.