The traditional way in which people look at their role in the organization creates problems. The most serious of which is that labor and management won't face up to the reality that Corporate America is not about taking care of people -- it's about taking care of business.
A significant number of people in today's workforce still view the corporation as their extended family, a place that will take care of them and provide a secure job until they reach retirement age and the pension kicks in.
Depending on corporate America to look after the financial needs of its workforce is not only outmoded and unreasonable, but it also conflicts with the dynamics of the modern economy.
In today's customer-driven marketplace a company must continually add quality and value to its products and services. If it can't reduce costs, attract customers and make a profit, it will cease to exist. And consequently, employees cannot expect to keep their jobs unless they take a more proactive role in the betterment of their company.
Whenever I talk to the employees in a struggling organization, I hear two recurring themes: (1) Whatever's wrong is not our fault; and (2) If there's a problem, go talk to management. These people fail to make any connection between the results of their efforts and their future with the company. They simply do not view themselves as responsible contributors with an active role to play in turning the company's fortunes around. Instead, they perceived themselves to be either victims or disinterested bystanders, expecting those in the ranks above them to take care of the problem.
Sadly, these same employees feel entitled to their jobs regardless of how much, if anything, they contribute to the firm's bottom-line.
Labor and management interactions
The life of any organization -- its principles, ethics, style, values and morality -- is shaped by the interactions between labor and management. In analyzing what is likely to hamper these interactions, we can identify two sets of problems: one centered around management and the other on employees.
Employee-centered problems
Management-center problems
What we need is less soul selling and more soul searching. In other words, we must change the way corporate American works.
But, you may ask, can something be done that will make a difference and not cost a ton of money? And, more importantly, can a change of this magnitude be brought about without disrupting the workflow?
The answer to both concerns is yes. I believe there's a lot you can do that won't take a long time or require a heavy cash investment either. All it requires is for your organization to stop pitting management and labor against each other. By joining forces the Me-ness that's there now can quickly be replaced by a We-ness that fosters collaboration.
Your company would benefit greatly if labor and management were to see themselves less as opposing forces and more as collaborators. A good way to impart this attitude is to tackle the two lists cited above. The needs and wants of your managers and employees should be the same -- to do good work and to prosper as a result.
Jones is a Fresno-based management consultant and author of "Help! I'm Surrounded By Idiots" and "If It's Broken, You Can Fix It."
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