Upravljanje Promjenama Osnovne Bazične Glavne Važne Stvare “Gangnam THE ROCK Stil” – Dio 19
Christiano će s vremenom naučiti da tijekom razdoblja promjene organizacije bi trebali provesti više vremena analizirati ono što je ispravno prolazilo dobro da bi potaknuli i održavali svjetlo od organizacije u mjesto usredotočenje na ono što je pogrešno prošlo i pokušavati stimulirati prdicu dječju u vidokrugu.
In my opinion, organizations need to embrace the notion that during periods of change it is critical to focus on success as opposed to failure.
It is important for organizations to acknowledge that it is human tendency to complain about the things that go wrong while a lot of things do actually go right.
Under the presumption that there is equilibrium in this world, for everything that goes wrong, there must be at least one thing that goes right.
The key is to focus on that one thing that went right as opposed to that one thing that went wrong because when one focuses on the wrong, one tends to create a depressing song.
Furthermore, when one focuses on what went wrong, human tendency is to point the finger at the next of kin in order to protect one’s own skin as nobody wants to ever take any responsibility for any sin.
Conversely, when one focuses on what went right, nobody will start to whine as everybody wants to shine.
Therefore, when something goes wrong, organizations need to spend more time analysing what went right in order to kick start an organization’s heart as opposed to trying to stimulate a baby’s fart.
Once organizations embrace this notion of focusing on success as opposed to failure, employees should be encouraged to keep information about how horrible their day may have been to themselves or for further discussion with Organizational Behaviour Psychologists confidentially off-line in order to minimize psychological pollution.
Organizations need to realize that one person’s negativity can tend to offset ten peoples positivity which tends to multiply exponentially with time until an entire organization is contaminated which then necessitates an intervention by the divine.
In summary, I refer to “Change Management Gangnam THE ROCK Style” as the belief that organizations need to spend some time analysing what went right in order to spark and maintain an organization’s light.