The Value Of Accountability

Accountability is defined by department of defense as the obligation imposed by a law or lawful order or regulation on an officer or other person for keeping an accurate record of government property, documents or funds. The numerical end product of personnel accountability process reflects the combat power of a unit.

Accountability is where someone holds someone else accountable for discharging a responsibility also an assurance an organisation or individual will be evaluated on their performance/behaviour regarding things which they are responsible for e.g.

This principle requires NTITB employees to exercise proper diligence, care and attention in their work with a commitment to managing resources in an effective and accountable way and operating within a framework of mutual obligation and shared responsibility.

Now, that you have a good working definition, let’s explore several facets of personal accountability.

Accountability. Public Education is in a bit of a crisis at all levels because to be truly successful, everyone needs to simply do their job. The problem is not that people aren't capable of doing their jobs, it is that they too often look for someone to do their jobs for them.

Ensuring accountability in the workplace can be considered a basic foundation of an effective leader as well as a successful business. Connors, Smith & Hickman (2004) refer to accountability as a concept that includes leader and follower ownership, engagement, follow-through and execution to drive results. Leaders who consistently hold followers and themselves accountable for the choices that are made and tasks that are performed have been shown to be more productive and have higher levels of job satisfaction (Grimshaw et al,

I am in a unique and fortunate position as co-owner of my organization. My role encompasses many areas from administrative, financial all the way to facilities management. My “felt responsibility” is very strong as I have much at stake in a very personal and emotional manner. Our organization’s name is Reddy Medical Group, which carries my name. This in itself brings be much pride, however, along with this, tremendous responsibility. In the small community that we serve, our reputation is of immense gravity to me. The difference in the term accountability to felt responsibility lies in this feeling that cannot be bought. Accountability is a way to cover yourself and/or defend yourself so that you cannot be held liable. In my case, I would be where the “buck stops” and feel not only accountable but truly and ultimately responsible.

Structural inhibitors are a component that works against a change in there are several inhibitors that effect an organization’s ability to function as a highly effective team. Accountability is only one of the many inhibitors that effect the performance of a team. Often employees feel that are accountable to their supervisors and management teams when they should feel accountable to their customers. Unit structure refers to the focus on individual tasks rather than focusing on the efficiency of the overall process. Responsibility as a common inhibitor discusses the feeling of responsibility at an individual level when it is more effective for the individuals to be held responsible for their team’s performance. Lastly, planning and controlling

The dictionary defines the term 'accountability' as an 'obligation' or 'willingness' to take or accept responsibility for one's actions (Merriam Webster, 1). This term is, often time, elusive, especially in daily life. In theory, accountability helps society function, and function well, and for this reason, all must abide by certain rules and recognize when these rules have been broken but, in practice, this is not always so. This paper will examine various aspects of accountability and will aim to see how competencies and conditions act when alone or in a team, to create task and interpersonal connections.

Accountability is about being willing to hold yourself to a standard that improves the performance of others by having a willingness to be held accountable for them. It should not be defined as a punitive response to something going wrong (2010). In other words, accountability should be about high performance and not fear or stress. Accountability should drive positive change in behavior, processes, and culture, while encouraging continuous improvement and innovation (Garner, 2011). Accountability is found in every form of business not just in the education system. The only difference between the working world and education, we are dealing with student’s performance as a goal to determine teacher’s performance whereas they are dealing with job performances individually.

Good accountability must be made evident by managers. Do not expect personnel to be responsible if the management team is not answerable to one other. Constructing connections must become a principal objective, not an advantage of laboring for a business. If someone is not holding a team colleague responsible for they are not sure what he/she sees to, then go discover. If there’s distrust, talk to each other to uncover and resolve any issues, past or present. Get to know and like each other by building personal relationships. Most distrust dissolves when people open up to each other. Next, begin rules of responsibility and reliance because if you put “trust-building into your team charter, you’ll go a long way toward creating a culture of accountability and trust” (Smith, 2004). Create effective team processes since creating good working agreements and practices for the team promotes an unrestricted exchange of ideas and cultivates confidence.

The responsibility and accountability in the educational systems has helped make education the way it is today. The educational system as a whole has advanced so much since it first started making teaching a more respected profession. Also the responsibilities of the teachers and the schools has greatly increased because of all the policies and requirements that have been set up. Without these advances we would be so far behind in our educational systems.

Individual accountability means that the success of a team relies on the learning of every individual in all team members.

How my campaign plans to establish credibility is by bring in guest speakers who have the knowledge and experience in environmental issues. These speakers will discuss their projects, current events that our government is implementing to help combat climate change, and give informative speech’s about the problems in our environment. By bringing in guest speakers this will be able to establish the credibility of our committee. Next, by being confident that we can make a change will allow more people to support our campaign. If through our promotional strategy we can show that we are confident that what we are doing is beneficial, and eventually report how are efforts have helped the environment we can establish a trust with current and

The article, “Administrators and Accountability: The Plurality of Value Systems in the Public Domain”, by Udo Pesch seeks to address how accountability and value systems interact in the decisions made by public administrators. The research problem being addressed is whether public administrators are free from accountability for their decisions and what are the different influences that can affect their decisions. It is clear from the abstract of the article that this is no simple issue. In fact the article if fairly confusing for the first couple paragraphs.