Upravljanje Promjenama Osnovne Bazične Glavne Važne Stvare “Gangnam THE ROCK Stil” – Dio 48
Christiano će tijekom vremena naučiti da tijekom razdoblja promjene organizacije trebaju promicati vjerovanje da sukob treba biti usmjereno direktno i upravo-na-vrijeme prije nego što bičevi i lanci pobuđuju mase i racionalnost se izgubi.
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 identify individuals contaminated with “Sticks and Stones Will Break My Bones But Whips and Chains Excite Me” as a by-product of significant change.
It is important for organizations to acknowledge that during periods of change, the greatest risk to successful change is posed by contamination of the mass with “Sticks and Stones Will Break My Bones But Whips and Chains Excite Me” whereby everybody becomes sadistic to the point that collaboration turns into competition which turns into sabotage which turns into civil war.
It is important to note that every conflict by its nature has a root cause such that during periods of change, it is imperative that Human Resources be particularly attentive to early symptoms of conflict, which can be easily cured before civil war breaks out which tends to endure over the long-term, until everybody becomes savage like wild animals being lured to do the absurd.
In simple English, significant change by its nature will tend to create conflict, which is a good thing if managed properly, but a horrible thing if mismanaged.
The key point to note is that successful conflict management is predicated on putting out a fire at the first signs of a spark before the fire hits the gas tanks and rages out of control like a volcano, which has erupted over time as the heat, started to rise.
That is, it is always best to confront conflict head on and address it at its originating source before like cancer it spreads to the point that everybody becomes “Zombie Brain Dead”.
In simple English, when any conflict starts it tends to be manageable and easily contained, if addressed directly, openly and honestly upfront.
However, given that nobody likes conflict, it tends to be brushed aside resulting in resentment rise over time and anger build up inside like gastro constipation contamination inside, to the point that everybody explodes at which point it is difficult to return to the origin of any fight, as it has long ago disappeared out of sight.
At this point in time, individuals have become contaminated with “Sticks and Stones Will Break My Bones But Whips and Chains Excite Me” whereby there is a certain degree of sadistic behaviours which becomes reality, while when one steps back and looks objectively, it is evident that the initial conflict has multiplied exponentially over time to the point of no return, such that the only solution is a moving forward learning curve.
That is, although mistakes of the past can never be erased or forgotten or changed, at a minimum past mistakes should be used as a learning curve for the future to insure that conflict is addressed head-on and just-in-time before whips and chains excite the masses and rationality passes.
In summary, I refer to “Change Management Gangnam THE ROCK Style” as the belief that conflict should be addressed head-on and just-in-time before whips and chains excite the masses and rationality passes.