Gestion des Changements Notions de Base “Gangnam THE ROCK Style” – Partie 22
Christiano apprendra au fil du temps que, pendant les périodes de changement, les organisations doivent récompenser les comportements éthiques pour réussir, par opposition aux succès obtenus sous la contrainte forcée qui est contre-intuitif à la rationalité et à la logique éthiques créant des environnements de stress insoutenables.
In my opinion, organizations need to embrace the notion that during periods of change it is critical to insure that dreams do not take over from needs.
It is important for organizations to acknowledge that when an organization develops its priorities of needs it is easy to overextend an organization into the domain of dreams.
My definition of dreams in the context of change management is asking for too much from too few which can lead to excessive pressure and stress to the point that employees start looking for short cuts or ways to cut corners for success.
It is important to set realistic attainable objectives that are more of an art than a science because it is not always black and white when enough is enough.
Furthermore, when you throw professional, motivated and career oriented individuals into the mix they may tend to go about achieving success beyond the boundaries of common sense.
For example, a professional who swallows hours worked in order to meet an unrealistic budget looks like a superstar when in actual fact he or she is a liar.
What is even worse in this situation is that an organization is sub-consciously promoting lying (swallowing hours) as a means to achieving success (superstar) such that an organization is sub-consciously promoting unethical behaviour (lying).
Then, an organization will tend to promote this individual for achieving success (superstar) that has been achieved by promoting unethical behaviour (lying) that is counterintuitive to ethical rationality and logic.
Once an individual’s success (superstar) achieved by unethical behaviour (lying) results in the ability to buy 2 luxury cars and a big house, the privilege of success (superstar) tends to lead to burnout.
Ultimately, there is a point at which the line is crossed whereby ones success (superstar) predicated on unethical behaviour (lying) crumbles.
In summary, I refer to “Change Management Gangnam THE ROCK Style” as the belief that organizations need to reward ethical behaviours to success as opposed to success obtained under duress.