Flow Based Management

Flow is also connected to individual satisfaction and fulfillment in the activity they are involved in as it is seen to assist in ensuring concentration and maintenance of energy. In this paper, the focus is on the determination of the relationship between flow and the achievement of set goals. The paper will look into the various aspects that involve flow in an organization and the advantages accrued to the achievement of flow in an organization. Performance-approach goals have become more rampant in organizations today where management focuses on improvement of flow to achieve better results. The flow theory is seen to have a great impact on the motivation of individuals when it comes to performance. Flow theory is a strategy that individuals in management need to learn as it proactively pushes employees towards better performance without placing them under too much pressure (Nakamura, & Csikszentmihalyi, 2014).

This analogy is because it gives the individuals freedom where they work under minimal supervision as they are allowed to respond to circumstances using their discretion. This form of management makes people more responsible as they become their boss when it comes to controlling their actions at the workplace (Shafritz, Ott, & Jang, 2015). When a person is in flow, they can work at full capacity, thus making the process intrinsic. This is because when an individual achieves flow, they get to a dynamic state of equilibrium that ensures maximum output in their work. This can be explained using the four boxfour-box model theory that looks into reinvention and re-engineering of business processes. As Mckinsey (2017)2017), points out reinvention of activities carried out in the organization can help bring out flow and alsoand help individuals grow their skills in a particular area thus leading to improvement of products especially where quality is concerned.

Ccompanies fail to achieve flow because they are afraid of using strategies that seize what is termed by the author as the white space. The change may not produce immediate results. They are bound to enhance flow and business growth in the end (Nakamura & Csikszentmihalyi, 2014). This is because consciousness is determined by perception in conjunction with specific challenges and goals. The flow theory is seen to be a determinant when it comes to employee satisfaction in their work. This is because it focuses on challenges and objectives geared towards the achievement of set goals and improvement of skills in a particular area. People are seen to experience job satisfaction when an activity that they are engaged in is beneficial (Csikszentmihalyi, 2014). This brings in Eysenck’s theory of personality that management can apply to help develop the flow in an organization (Nuttin, 2014).

J. , & Demerouti, 2016). In effect, this helps in streamlining of activities thus reducing wastage and reworks in an organization. This theory is also important in management as it helps in the reduction of overhead costs in the organization. Since the theory looks at harmonization of all activities in the organization to ensure satisfaction, it can be used as a motivating strategy because it benefits all individuals in the company (Fullagar, C. Application of the flow theory in management improves effectiveness in an organization. This can be explained using a combination of the concept of flow theory by Csikszentmihalyi (2014) and the five stages involved in the development of teamwork. Individuals have to go through the forming stage where groups are developed to enhance the development of teamwork among the employees.

According to Forsyth (2018), this is the stage where individuals get together and form a group based on similar objectives. The second stage is the storming stage this stage is full of competition and conflict as group members with the incorporation of flow theory in management conflicts at this stage can be minimized as objectives are pointed out for each thus preventing overlapping of duties, which leads to conflicts (Forsyth, 2018). Flow creates a positive working environment and improves the relationship between employees and management thus motivating employees to work as they expect rewards when they perform well. In such a working environment, all processes work harmoniously inclusive of relations among the employees thus leading to positive impacts on performance. However, more research is required in this area to determine the best practices in its implementation.