When we look at the factors that create obstacles in institutions, we see the need for change and development in many different components of the system: Strategy-Structure-Culture.

However, the focus should always be on the question of What Motivates Employees to implement these Change and Development needs. 

Organizations need leaders with high intrinsic motivation to realize their potential and achieve their goals. When a person feels an intrinsic motivation to achieve any goal, s/he uses all her/his resources, such as his existing knowledge, potential, creativity, environment, etc., to overcome the barriers arising from the system or her/himself and begins to work with the logic of the PULL SYSTEM. 

So… Both the employee and the organization progress towards realizing their potential.

In order the

PULL SYSTEM

to be realized efficiently, it is critical that the initiatives do not remain local and accidental, and even if these initiatives started as a result of the individual interest/motivation and efforts of managers, employees, and team, they are embraced by the organization. 

This interest/motivation/effort is very valuable. However, there are steps that need to be taken in areas such as goal setting, structure, roles & responsibilities and competence, and unless these are taken, the current system/culture may swallow the wishes of willing people.