Upravljanje Promjenama Osnovne Bazične Glavne Važne Stvare “Gangnam THE ROCK Stil” – Dio 26
Christiano će tijekom vremena naučiti da tijekom razdoblja promjene organizacije bi trebale izbjegavati od unutarnji «Kraljevski Tutnjati» s prestankom djelovanje u 3G mjehuriću s promicanjem ideologije od Generacije X, jer je sklon u središtem i uravnoteženem, za razliku od druge polarnih ekstreme.
In my opinion, organizations need to embrace the notion that during periods of change it is critical to be apprised that many employees will tend to experience the “Royal Rumble” syndrome.
It is important for organizations to acknowledge that employees in today’s organizations can be split into three distinct groups: Baby Boomers; Generation X; and Generation Y.
A “Baby Boomer” is a person who was born during the demographic post-World War II baby boom between the years 1946 and 1964. Generation X is the generation born after the Western post-World War II baby boom with birth dates from the early 1960’s to the early 1980’s. Generation Y, also known as the Millennial Generation, is the demographic cohort following Generation X. There are no precise dates for when Generation Y starts and ends.
The key point to note is that there is 3 different generations in the current workforce with 3 different ideologies that if improperly managed can result in a “Royal Rumble”.
If you’re wondering what a “Royal Rumble” is, a “Royal Rumble” is a wrestling match whereby the objective is to throw the opposition over the top rope with the last person standing in the ring being crowned as the winner.
The risk during periods of change is that the 3 different generations enter into a “Royal Rumble” whereby each generation desires to dominate with its ideologies.
In these types of “Royal Rumbles”, the Baby Boomers tend to win because they tend to be in Positions of power in order to quash any opposition from Generation X and Generation Y.
To further complicate matters, Generation Y which tends to be in positions with the least amount of power desire to dominate as they tend to have been brought up with entitlement thinking whereby it’s all about, “me, myself and I”.
Then to lend spice to these two extremes, you have Generation X somewhere in the middle that were forced to swallow the ideologies of their predecessor Baby Boomers and now find themselves at odds with both the Baby Boomers and Generation Y.
That is, Generation X tends to be somewhere in the middle between “work until you drop” and “do the bare minimum to get by” which I refer to as “Work/ Life Balance”.
Therefore, in my opinion, it is important for organizations to promote the Generation X ideology in today’s three generational (3G) work environment because it tends to be centered and balanced as opposed to being at polar extremes.
Thus, the goal of change management should be to avoid an internal “Royal Rumble” and to promote an external “Tag Team” approach against the competition next door such that the middle “Generation X” approach tends to appease most.
In summary, I refer to “Change Management Gangnam THE ROCK Style” as the belief that organizations should avoid an internal Royal Rumble by ceasing to operate in a 3G bubble.