In our ever accelerating business world of (mostly) contrived innovation, there is one particular buzz-phrase that is probably more ironic than most; “we embrace diversity of thought and value individuals who are able to think outside of the box” – but what happens when you actually work with that ethic?
It should go without saying but I’ll mention it any way; every organisation worth its salt in the business world has by necessity, a set of clearly applied policies and procedures under which they operate. This is especially crucial to those who hold any aspirations of greatness and/or corporate desires to make the bench-mark of any ISO Quality accreditation type process.
The ISO 9000 family addresses various aspects of quality management and contains some of ISO’s best known standards. The standards provide guidance and tools for companies and organizations who want to ensure that their products and services consistently meet customer’s requirements, and that quality is consistently improved… (International Standards Organisation)
Standards that can and do drive the vehicle of ‘best practice’ are beneficial to all within any organisation, but not least to the individual end-user of a service or commodity that organisation provides. Standards of policy and procedure help employers and their employees to work towards a common organisational goal.
It’s a well-known and much-lauded business fact that so often; any organisation’s most valuable asset are the people it chooses to employ. Why then do we so often and systematically attempt to constrain and stifle the capabilities of that resource?
Sometimes changes to process, policies or procedures may be required, it’s a fact of life in a changing world. It might be that they are no longer relevant to our commodity production or the service delivery circumstances. Corporate and human resource considerations or capabilities may have altered or been developed since their inception.
There are a myriad of reasons which could necessitate process change in our organisations and business, either temporary or long-term. There may be emergency circumstances that require prompt action. When providing a service to people, but in particular with health and wellbeing type services provided for individuals, not all circumstances will, by their nature, conveniently and neatly fit the procedural box.
But still we favour the status quo, we constrain our organisations and our staff with dangerous assumptions and beliefs; “we couldn’t possibly be wrong, could we?” Or even worse, “this is the way I’ve always done it” so we proceed with the norm. Consequently, we resist any deviation from the direction we expected to take. We have a tendency to forget that at the time, a previous process may not actually be relevant to a particular set of circumstances, irrespective of any obvious requirement.
We shuffle along in business, continually failing to trust the staff that we chose to employ; we are fearful of authorising their decision-making capabilities, “they mustn’t be trusted to think outside the box,” – despite vociferously announcing the contrary at every given opportunity. It’s mostly due to that predominant human trait – we are actually terrified of change!
In reality, fear of change is one of the most common reasons for resistance to change because it stops you taking any action at all… (Change-Management-Coach.com)
In his article, Exposing Fear of Change, Mark Connelly, a successful South African business psychologist, points out how and why we always fear change. But thankfully, he also goes on to offer some sound advice and guidance about how we can and should deliver the change(s) required in today’s business world environment (see here).
As Connelly rightly points out; “any successful change management is defined by the ability of people to move towards.” If we aspire to be successful in sound and lasting application of that business concept; “it is essential to support the process by focusing on the individual.” Like it or not, we will always need some creative thinking!
So… inherent resistance to change, in both individuals and the organisations they belong to is confirmed however; when you’re aware of that ‘fear’ you can also support your people to implement change. But only when your organisation possess that overall desire and a competent management structure that can facilitate that chosen direction.
For all employers there is a pertinent two-part question you need to ask yourself in business;
- Are you prepared to embrace, manage and harness the power of productivity in loyal employees, the ones who can drive forward and deliver your overall business aims and vision? Or…
- Cast aside the inovativators who attempt to break free from the constraints of your (current) organisational ‘box’ and possibly, create embittered and subversive industrial enimies?
Without the corporate will, the competent management and capable individuals who are supported and prepared to embrace change, sometimes thinking outside the box, you’re actually destined to business stagnation or worse…organisational failure.
Directors need to create management structures with capabilities, and appropriate levels of authorisation, which afford them the confidence to open their particular box of organisational diversity… Not every one of those boxes was packed by Pandora!
With all the negative issues around the rights/wrongs of one particular religion over another in our world today, I simply couldn’t resist sharing the following piece about our wonderous religious beliefs, which has been floating around on social media (again)…
Read, laugh but think on!
So…. homosexuality is an abomination according to Leviticus 18:22, and cannot be condoned under any circumstances as preached by many, including a certain Dr Laura from a well-known US radio talk show. The following was an open letter to that doctor!
Dear Dr. Laura
Thank you for doing so much to educate people regarding God’s Law. I have learned a great deal from your show, and try to share that knowledge with as many people as I can.
When someone tries to defend the homosexual lifestyle, for example, I simply remind them that Leviticus 18:22 clearly states it to be an abomination. End of debate.
I do need some advice from you, however, regarding some other elements of God’s Laws and how to follow them.
- Leviticus 25:44 states that I may possess slaves, both male and female, provided they are purchased from neighboring nations. A friend of mine claims that this applies to Mexicans, but not Canadians. Can you clarify? Why can’t I own Canadians?
- I would like to sell my daughter into slavery, as sanctioned in Exodus 21:7. In this day and age, what do you think would be a fair price for her?
- I know that I am allowed no contact with a woman while she is in her period of menstrual uncleanliness – Lev.15: 19-24. The problem is, how do I tell? I have tried asking, but most women take offense.
- When I burn a bull on the altar as a sacrifice, I know it creates a pleasing odor for the Lord – Lev.1:9. The problem is my neighbors. They claim the odor is not pleasing to them. Should I smite them?
- I have a neighbor who insists on working on the Sabbath. Exodus 35:2 clearly states he should be put to death. Am I morally obligated to kill him myself, or should I ask the police to do it?
- A friend of mine feels that even though eating shellfish is an abomination, Lev. 11:10, it is a lesser abomination than homosexuality. I don’t agree. Can you settle this? Are there ‘degrees’ of abomination?
- Lev. 21:20 states that I may not approach the altar of God if I have a defect in my sight. I have to admit that I wear reading glasses. Does my vision have to be 20/20, or is there some wiggle-room here?
- Most of my male friends get their hair trimmed, including the hair around their temples, even though this is expressly forbidden by Lev. 19:27. How should they die?
- I know from Lev. 11:6-8 that touching the skin of a dead pig makes me unclean, but may I still play football if I wear gloves?
- My uncle has a farm. He violates Lev.19:19 by planting two different crops in the same field, as does his wife by wearing garments made of two different kinds of thread (cotton/polyester blend). He also tends to curse and blaspheme a lot. Is it really necessary that we go to all the trouble of getting the whole town together to stone them? Lev.24:10-16. Couldn’t we just burn them to death at a private family affair, like we do with people who sleep with their in-laws? (Lev. 20:14)
I know you have studied these things extensively and thus enjoy considerable expertise in such matters, so I’m confident you can help. Thank you again for reminding us that God’s word is eternal and unchanging.
Your adoring fan,
Professor Emeritus, Dept. Of Curriculum, Instruction, and Special Education
University of Virginia
P.S. (It would be a damn shame if we couldn’t own a Canadian.)
NB: The so-called ‘Dr Laura letter‘ (above) is actually one of those infamous ‘urban myths’ which abound on the internet. It was first found in circulation around 2000 but wasn’t actually written by the signatory James M Kauffman Ed.D. who should NOT be claimed as the author of this humorous piece. (See www.snopes.com)
The following from www.psychologytoday.com is relevant to my series on the correlations between PTSD and alcohol…
What is the relationship between trauma and addiction?
There is one, without question, as many studies have been undertaken regarding this topic and suggest “that approximately 50 percent of people with histories of addiction have experienced trauma.” Each plays a big role in how the other develops and then affects the individual, considering that addiction is often born out of a traumatic experience, or that a traumatic experience can result from an addiction. Continue reading…