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With the H1N1 and other epidemics, there is an
increasing awareness of the role that corporate
entities play in an individual's health and
well-being. This is why strategic plans are being
developed to curtail the spread of bacteria and
viruses in the workplace.
However, the impacts of organizations on individuals
go far beyond physical illnesses like bacteria and
viruses. Through their modes of operation, many
organizations are systematically destroying their
staff members.
We all need to start looking at how we work and the
impact we make on our colleagues at work. This will
ensure that we do not contribute to the creation of
abrasive institutions.
An abrasive institution is a business, an office or
organization that leaves the employees mentally,
emotionally, psychologically or physically bruised
at the end of each workday. It is a work environment
that drains staff of their mental, emotional and
psychological energy and discards them like spent
rags at the end of the day. When this draining and
bruising goes on for years, the employee becomes
less and less effective after joining the
organization than they were before.
In short, the organization has subtracted some
positive aspects of the employee.
The major tools used to control and direct employees
in an abrasive organization are fear and anger.
Medical science is proving that these two emotions
are debilitating to human well-being, health and
happiness.
Tension is an important part of life. While the
occasional tension is good for keeping people on
their toes, it should not be a steady constant part
of any work life. Your heart skips a beat every
Sunday evening as you think about going to work on
Monday. You worry about simple assignments because
you know you cannot count on your colleagues to
support and help you get through.
When normal work-related communication with
colleagues end up boiling your blood, when you are
never sure that the resources required to meet an
agreed commitment will be available at the right
time, when you have to engage in interpersonal
tensions just to show a different way of looking at
things, or when you have suggestions for improvement
but you know you have to swallow them because you
know no one cares, your work place may already be
demonstrating some of the symptoms of an abrasive
organization.
The bottom-line is that no one really wants to work
in an abrasive organization. When people do, they do
not do so wholeheartedly, they do so only because
they have no choice or because of the money, or
because they are busy looking for another
opportunity and getting ready to move on.
People are supposed to work not only with their
heads but also with their hearts. Those who work in
abrasive organizations gradually lose their hearts
and can no longer generate the enthusiasm that
enables them to make professional differences. Their
vision is blurred, they become robots, and they are
thereby damaged. They become sick for no apparent
reason and are incapable of grasping a wider vision.
Another important issue is that abrasive
organizations quickly lose creative, innovative and
intelligent people. Abrasive organizations are
simply not capable of supporting people who are
self-motivated and willing to improve things. This
is because creativity, innovation and intelligently
motivated collaboration require a sure ground.
When these dynamic people leave organizations,
neither they nor the organization is aware of the
actual reason - which is simply that such
organizations are destructive to everyone.
A
clear definition of the mode of operation is
crucial. Whether for a private business where
individuals are properly tagged, a large business,
or a small business, certain rules must be set. This
will remove all ambiguity.
A
manager or supervisor needs to let it be known what
the organization stands for. As the saying goes, "A
people perish who have no vision."
A
critical factor in removing abrasiveness is having a
perception among employees that the leader can be
met to vent aggression or to get clarification on
directions. So a good leader must maintain an open
door policy so that tension can be easily diffused.
Good leaders walk around and speak with staff
members just as good presidents speak with their
foot soldiers.
Wherever people gather together to work, play or
worship, inevitably a way of interaction develops.
This is called the corporate culture in some
organisations. But this does not have to be by
chance, and by purposing to influence it, the
management can make a positive impact on what
eventually becomes the corporate culture.
The core rules of operation should be made known to
all, and employees can also be involved in setting
and upholding the rules and regulations. This means
that there must be a proper orientation for every
new employee.
Regular feedback on employees' actions, whether
positive or negative, should be quickly communicated
to them in unambiguous terms. This will affect other
staff members and encourage them to give their best.
Internal, project-related confrontations should be
avoided at the execution stage. Yes, you need to
deliberate, plan, schedule and subject every
proposal to proper analysis at project design stage.
Confront one another at project preview and review
meetings, but once you have resolved to carry out a
project, every member of the organization should put
their hands on deck without hesitation. Withdrawing
support from employees in the frontline often leads
to loss of confidence, kills initiative, and burns
people out on the field.
Encouraging enthusiasm for corporate success will
produce people who serve an organization from the
bottom of their hearts. This is one of the benefits
of small organizations.
Fair treatment needs to be ensured by all. When
people perceive that they have not been given fair
treatment, something snaps inside them. They cease
to be the type of people they could be.
In conclusion, it is necessary for both management
and employees to stand up and act. A worker spends
more time at work than elsewhere so the onus of
ensuring the ergonomic and psychological safety of
your workplace is your responsibility. |
