Freedom in the Workplace
There are two general types of freedom – positive and negative. Positive freedom implies the right to do things. An example might be the right to say anything granted to American citizen by the constitution. Negative freedom, on the other hand, restricts others from penetrating into some kind of virtual “secure zone.” For example, U.S. citizens have freedom to own property. Thus, the main difference between the two types of freedom is that with positive freedom you are the doer, and with negative freedom others are doers whom you attempt to stop.
When managing an organization, it is important to have a well-balanced system, where both types of freedom – positive and negative – are preserved. By encouraging and promoting positive freedom, managers provide their subordinates the feeling of importance and responsibility, which results in higher motivation. By granting employees freedom to do things and make decisions, managers make them feel important and contributing the well being of the entire company. Such approach has long ago proved to be effective and beneficial.
In addition to giving the employees freedom to make important strategic decisions, managers should also grant them negative freedoms to “protect” themselves. To keep the corporate milieu friendly and professional, managers should give every employee freedom for safe personal workplace, freedom to work alone and not get interfered, freedom to disagree, etc. The important thing for the managers is to keep these freedoms in balance with one another so that everyone is happy and nobody gets discriminated.