Upravljanje Promjenama Osnovne Bazične Glavne Važne Stvare “Gangnam THE ROCK Stil” – Dio 34
Christiano će tijekom vremena naučiti da tijekom razdoblja promjene organizacije trebaju promicati uvjerenje da je bolje suočiti se s «Prljavim Natjecanjem», bilo transvestitom, dječakom ili djevojčicom, prije nego što svi uđu u fasadni vrtlog, nakon čega slijedi upadljive frustracije koje eksplodiraju u skrešanje.
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 remedy early symptoms of “Dirty Competition” generally resulting from the perception of a threat to one’s head.
It is important for organizations to acknowledge that the perception of a threat to one’s head is the underlying reality of a major change situation regardless of whether or not this threat is real in fact or just an imaginary act.
That is, when one is afraid that their head may fly, there is a risk that “Dirty Competition” kicks-in as everybody wants to protect their ass and be the last one standing when major changes come to pass.
To further complicate this matter, one needs to factor in external factors such as the economic environment, availability of viable comparable alternatives and the reality of personal finances.
In general, there is a direct relationship between these factors and “Dirty Competition” such that the worse the economic situation, the worse the availability of alternatives and the lower the personal cash reserves of individuals, the higher the probability that “Dirty Competition” will kick-in.
I define “Dirty Competition” as competition based on factors other than knowledge, skills, abilities, talents, performance, deliverability and results.
In simple English, when we enter into the realm of “Dirty Competition”, the personal tends to kick-in whereby there tends to be non-justified personal attacks that are a symptom that there is a deviation from business at hand.
Generally, in major change environments, all it takes is that first personal strike to unleash a domino effect of “Dirty Competition” as everybody within an organization starts to fight to survive and focuses on staying alive.
Therefore, it is critical for Human Resources to identify such behaviours upfront and to put a stop to them quickly before they spiral out of control with everyone functioning in personal attack mode.
If Human Resources do not put an end to “Dirty Competition” fast, there will tend to be the formation of clicks whereby various groups will start to form like armies at civil war.
Thus, it is important for Human Resources to resolve “Dirty Competition” right away by reprimanding the responsible individuals accordingly before they go too far astray.
Generally, the first strikes of “Dirty Competition” are manageable and can be resolved quickly with a simple reprimand to the individual or individuals who appear to be in “Dirty Competition” mode before an entire organization becomes infested and everybody starts to explode.
However, in practice often times, the symptoms tend to be ignored at the outset due to the distaste to confront issues upfront and in the open as no one wants to be seen as the bad guy or bad girl such that everyone tends to prefer to enter the façade swirl.
In summary, I refer to “Change Management Gangnam THE ROCK Style” as the belief that it is better to confront “Dirty Competition” upfront, be it transvestite, boy or girl, before everyone enters the façade swirl.