Upravljanje Promjenama Osnovne Bazične Glavne Važne Stvare “Gangnam THE ROCK Stil” – Dio 27
Christiano će tijekom vremena naučiti da tijekom razdoblja promjene organizacije trebaju promicati «jednakost», pri čemu je pojam jasno definiran, tako da nitko ne treba počiniti zločine dok priznaje da svatka izlučevina od svatkoje osobe ima miris poput svinjetine.
In my opinion, organizations need to embrace the notion that during periods of change it is critical to insure that policies and procedures are in place to insure “equality” both in fact and appearance exists.
It is important for organizations to acknowledge that employees in today’s organizations desire to receive, in broad terms, the notion of “equality”.
However, the definition of “equality” is complex in a world whereby each mind defines the term “equality” based on what they believe is fair such that unanimous agreement is rare.
Therefore, I will try to define “equality” in simple laymen terms as the desire of every employee to be treated equally regardless of gender, race, religion, culture or any other personal attribute.
Under this definition, there is no room for biases, pre-conceptions, opinions, societal make-up, upbringing or any other environmental factors that in actual fact impact the notion of “equality” in practice.
For example, if an individual defines “equality” as everyone sharing in work/ life balance, then by default workaholics will consider this policy unfair.
Alternatively, if an individual defines “equality” as promotions based on number of hours worked, an efficient and effective individual who produces superior results in less time will consider this policy unfair.
Also, if an individual defines “equality” as the prioritization of the four pillars of life as Work; Family; Personal; and God as equality, then an individual whose priorities are God; Family; Work; and Personal will consider this policy unfair.
As I have attempted to illustrate, the term “equality” is not black and white but rather a lighter shade of pale such that what is most important is that an organization clearly defines what constitutes “equality” in its organization subsequent to which everybody is subject to the same rules.
The key point on “equality” is that whatever is defined as good for the goose must also apply to the gander and whatever is defined as bad must apply equally to all.
Although this sounds easy in theory, it is actually quite complicated in practice because as human beings everybody tends to have certain pre-disposed biases and preferences that skew the notion of “equality”.
Furthermore, human beings always tend to protect what they define as their own first and tend to focus on the good of their own and the bad of others.
In simple English, human beings always tend to smell the excretions of others as morbid while their own excretions tend to smell like roses when in actual fact everybody’s excretions tend to smell bad.
Therefore, it is important to insure that one does not point the finger at others as having violated the sacred code of “equality” before one considers whether there are three fingers pointing backwards.
In summary, I refer to “Change Management Gangnam THE ROCK Style” as the belief that organizations should promote “equality” whereby the term is clearly defined so that nobody needs to commit any crimes.