Work place, a battleground or playground
Do we look at business as a set of targets, rules etc or do we look at business as a set of people? Do we look at the people as set of workers, an essential evil or we look at people as bundle of thoughts.
Employees sign a contract which is essentially voluntarily domestication. For a payslip they do what they are told to do. But as humans, the employees yearn for their visibility, their identity; the organization is unfortunately not interested in their intelligence, only their obedience and performance. Resulting in employees feeling invisible, restrained, frustrated and angry yearning for freedom and when that is not forthcoming, they bitch about the organization, or indulge in politics, in order to feel special and powerful.
A work-space can become a battleground, if we don’t see what is happening beneath the superficial behaviour. Or, it has the potential to become a playground, where each one of us is growing as we do our tasks and reach our targets.
Living with twin identities: Confusing the employees
Management today expects the employees, the humans to give up all values that they have at home and adopt new values in the office. This sounds bizarre but that seems to be trend. The assumption is that we have to articulate values; else we are value-less. We live in an age of political correctness where we have to say and do the
right thing, whether we believe in it or not. This schizophrenic approach to work and life is supposed to make us more efficient, but it does not. It fractures us and the fault lines have started to show across organizations, industries and societies.
Organisation Culture as a lever
Organisational culture is a lever which could not only motivates but inspires many employees to work for the organisation. Employee sense that their own personal goals and aspirations will be fulfilled with success of the organisation.
Great workplace is where you’re really excited to come to work every morning and you feel that the people you work with
are almost like your family members who constantly inspire and motivate you to give your best. You need to be around people who make you feel excited about the work you are doing, and who help you grow in a meaningful way.
A great workplace lets people “be themselves” in recognizing iindividual differences. It shows a deep sense of the larger purpose to its people, thereby creating communities where people can respect and complement each other.
Culture of co-operation and collaboration with healthy competition helps succeed with each other and not in spite of each other. We forge human connections that enrich our shared experience, share in more opportunity together, and empower people to work to their full potential. It invariably lets us realize how valuable we are to the organization.
The Western Management professionals specially the American are unable to decide about the nomenclature for the Management of people. They went on changing from Labour Management to Personnel Management, Human Resource Management (HRM), Human Resource Development (HRD), Human Potential Development and the latest fad is that separate Human Resource (HR) function in an organization itself is redundant and same could be outsourced. The Indian organizations also are not far behind in moving with these fads.
In the (forgotten) Indian approach to enterprise, the purpose of enterprise is not to satisfy the promoter’s hunger. It exists to satisfy the hunger of society: customers, vendors and employees. It also exists to enable the promoter outgrow his personal hunger. The two goals are inter-linked. You cannot focus on others’ hunger unless you work on outgrowing your own.
When corporates speak of growth they speak of institutional growth not individual growth. By doing so corporate invalidates the personal, celebrate the professional and creates the divide between work and life. This what dehumanizes corporations? An example of Adharma