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Faking is most progressive.It has been linked to the development of the neocortex. Those who faked well got better deals and survived and passed on their survival arts. Those who didn’t, also survived but slogged their lives for the other lot.

The Good Fake

Lima Sehgal

Thou Shalt not get Caught, is the commandment that got added as the Eleventh, and one wonders how that one got missed both by Moses as well as Charlston Heston!

Faking it is not the prerogative of only the Indian army who did a pretty good job of filming fake enemy kills in the Siachen. (Bollywood is trembling at the competition I am told). But any conscientious employee in any other profession would do it. Not only does it make a contribution where there is none, but it also makes one’s organization look like a great contributor when it is not. Now, doesn’t that sound like a winning proposition! Enron made a multinational business out of it, when they cooked up their account books so good that even they could not keep track of how good they were. Which unfortunately for them became equivalent to crossing the Laxman Rekha.

Not everyone can be an expert like our first Lady, Eve. Most of us acquire the talent through the process of learning. She not only started the tradition which made her the icon of our future she also demonstrated a lot of style. Remember that old story?

One day in the Garden of Eden, Eve calls out to God… “Lord, I have a problem!”

“What’s the problem, Eve?”

“Lord, I know you’ve created me and have provided this beautiful garden and all of these wonderful animals, and that hilarious comedic snake, but I’m just not happy.”

“Why is that, Eve?” came the reply from above.

“Lord, I am lonely. And I’m sick to death of apples.”

“Well, Eve, in that case, I have a solution. I shall create a man for you.”

“What’s a ‘man’, Lord?”

“This man will be a flawed creature, with aggressive tendencies, an enormous ego and an inability to empathize or listen to you properly.

All in all, he’ll give you a hard time. But, he’ll be bigger, faster and more muscular than you. He’ll also need your advice to think properly. He’ll be really good at fighting and kicking a ball about, hunting fleet-footed ruminants, and not altogether bad in the sack.”

“Sounds great,” says Eve, with an ironically raised eyebrow. “What’s the catch, Lord?”

“Yeah, well…. you can have him on one condition.”

“What’s that, Lord?”

“You’ll have to let him believe that I made him first.”

With the progress of technology, faking as an art has become much more evolved. And ever since we have gone virtual, it makes us far removed, which in turn makes us much braver. Definitely it is here to stay and spread. And anyone who gets moralistic and calls a virtue a virus is suffering from either a mental delusion or a spelling handicap!

And you must tell them that faking is most progressive.

It has been linked to the development of the neocortex. Those who faked well got better deals and survived and passed on their survival arts. Those who didn’t, also survived but slogged their lives for the other lot.

As simple as that.

It is part and parcel of us through the ages. In nature be it a flower, plant or insect or any thing else , the parasitic ones are more evolved, they sweat the least. They are also more colorful for that matter!

The same applies to humans. The parasitic are the cream of skimmed milk. They are there everywhere – housewives better qualified than their husbands who refuse to work towards breadwinning , hiding under the mantle of home neglect as an excuse, the married youth with kids who wont relocate for a job to another city because he lives with parents who feed (Oops , sorry ) need him, the efficient manager whose sales report convinces his boss that the new product will not work because, marketing it demands a competence that he doesn’t have — and the list goes on.

Today there is an urgent need for parasitic skills to reach new heights. Especially when there is fierce competition which has to be met by delivering, creating, and innovating at the macro level and at the micro level also — someone has to pay the bills, meet the targets, make the school project, stand in the queue, feed the cat etc.

Which basically implies that Our Hosts need to be made to work harder. They are the ones who must create, think and contribute. They are the ones on whose table the buck must be made to stop, who must take risks on our behalf and must be made to take the axe for us. And we must not be like Rats deserting a sinking ship. That would be idiotic. You don’t compromise the host – not if you want to survive.

The issues are not only about compromising our host — but worse. We are sometimes not even able to effectively identify a suitable host.

Take this example. Nichiren Daishonin, the 13th century Buddhist scholar stated that ‘no one becomes rich by just counting his neighbors’ money’. But looking at modern trends, no one is quite convinced. We believe we can if only we convince him to part with a little to us. But it doesn’t work unless we do some classwork. Every neighbour was on my heel with Avon, so fiercely that even I started believing in my non existent wealth. (I still am looking for it).

And so are they. So what is the use?

What is strongly needed today is an international organisation to protect the ecology. The only reason it is not being formed is the reluctance towards calling a parasite a parasite!

Copyright © 2011, Jobnet magazine, issue 112

Republication or dissemination of the contents of this article are expressly prohibited without the written consent of the publishers of Jobnet magazine

Posted under Articles by Lima Sehgal

Work Patterns and its effects in work groups

- HR, human resources departments can improve work performance and productivity within their organization by understanding the effect of employee mind- sets and by creating specific workgroups accordingly.

Ujjal Ghosh

A Mind is always independent on certain specific set of encumbrances on few specific issues like:

- Perceptions

- Acceptability

- Individual character, as how other’s perceive on a particular issue/s

- Understanding Patterns; sublime, disillusioned, conflicting, humility, defused understanding

These are partial implications, normally seen working at the back of any mindset; these are typical type of situations, with which one normally interfaces, under various kinds of situations.

GROUP

Formation of Social Groups, divulging into core functionaries on uncommon acceptability through understanding, discussion; coming in terms with the mental framework of core attitudes of mindset of individuals in a group-

- A sub group formation through ultimate weeding out of ‘Ultimate Issues”, on which “Acceptability” is established.

- WORK PATTERNS V/S WORK GROUPS have a Deeper implications of a Mutual understanding of mindset carrying a particular level of cross patterns of perceptions, on acceptability in direct relevance of an individual character/s of an individual, besides grooming of such patterns from a scratch of issues – whether he is in a team or individually representing his patterns, wavelength of thinking.

- The Deliberations at the individual level affects the “Group” Behavior patterns with which an individual attaches himself or herself. The conjugations of core sublime issues and those of disinclined issues.

Along with this is attached-

-Definition as outlined by” SELF” and how are “OTHERS” in a group so formed.

- How am ‘I’ different from other on one or more Issues?

- Ability to disassociate on variances, mobility factors as is brought into the foray of abilities, discussions and issues having some common factors of dependability.

- Challenges of diversified human behavior patterns.

- Their combinations the Do’s and Don’ts of minute variations.

- Culmination of several behavioral patterns.

The fear, psychosis within self, others in the group (A group would implicate heterogeneous group) A homogeneous group is a rare combination of factors which combines understanding, acceptability, rejection of common issues) with which a ‘Group’ intends to proceed with furtherance of their motives, aspirations.

ABSOLUTE INTEGRITY or absolute rejections are the Two Factors that comes into the forefront of discussions.

- We all fall into the above submissions, categorically representing the ‘Positive’, ‘Negative’ factors working with the human behavior.

- A lot of Interesting Submissions are seen falling in line which is being generated on the following aspects: -

- A near conflict type of resolutions

- A near acceptability on ‘Core Issues’

- A neutral type of reaction

- Deviation on submissions on ‘I’, ‘You’, ‘We’, ‘They’, ‘Us’ while submissions are generated

- Legible and Illegible competency factors

Some CORE Areas will remain the Grey Areas where people Do Not wish to divulge which is the most challenging part of human submissions.

- Here it is CAN WE Or CAN WE NOT accept specific egos, Id, superego that is attached with such Human Behaviourial submissions.

- More Challenging is the Individual v/s the group submission that is either alienated with certain specific submissions since somewhere down the line “We” are not very specific with ourselves, due to the peculiarities of ideologies imbibed in our mindset.

- No Assumption is a combination of Fair and Unfair, till it is finally accepted or rejected per the total submissions are generated out of the discussions we all participate and opine our views and opinions.

- VASTAVIKTA or the Truth always has to come in the forefront, that is the individual’s opinions, views are normally seen transpiring out of self submissions and could be a graveyard of non-acceptance, rejection and dejection.

- The Challenges are many, which have to be seen with role clarity, group dynamism, hidden implications of individual behaviour v/s group submissions.

- Some Thoughtful reservations on the following can throw light on following submissions: -

-Key accountability

-Reservations on specific issues shared and unshared

-Repercussions of Groups in discussions that are shared out of submissions in groups.

-Accepting facts and Issues, which have a direct forbearance on Key Issues.

-What do ‘Others’ in the Group expect or are expecting out of one or several individuals on their submissions.

-Why am I involved in a Role Conflict, does it have any implication on my ‘Self’ and how are others accepting me with ‘Me’ and myself, outlook, integrity, unusualness on issues requiring deeper submission of facts and figures, which helps in figuring out on emotions, anger, ego, selfishness, unclarity etc.arising out of a particular situation.

-The ‘IF’s and BUTs of any Issue, which has direct relevance on the factors of implications both at the individual level as well as those existing at the work place.

Offshoot of any behaviour comes from -

-Individual Traits

-Ego

-Self submissions

-Issues that are perceived as RIGHT and WRONG

-Cross Cultural Conflict

-Misuse of Relationship existing at the work place

-Deceptively

-Habits of the people

-Case of Overworking

-Emotional Stress levels

-Holistic Exposures if any at the work place

-Convergence on Micro issues like Dos and Don’ts

-Role Clarity of Job Description of individuals

-Goals and objectives of individuals placed within the organization

-Complacency factors

-Understanding the Core Issue/s related with the work.

OBJECTIONS-

- Every work place has its own set of Objections these must be correlated and evaluated appropriately

- All the eventualities be given due consideration as per rules and regulations that are implied and explicit. The doctrine of ultra vires has to be taken into consideration.

- It is for the Senior and the Top Management to ensure that objections are handled appropriately with a set pattern of acceptability on issues that require an understanding with clear on issues. Objections are existent on the distortions that are existent amongst what is to be carried out actually and what is not carried out actually.

-Stop Misuse of power at ‘Unwanted’ places, requiring deliberations

-Check the Bottom Line of Issues seeking appropriate want of attention

-People must try to evaluate and try searching out a near submission of facts related to:

-Unanimous decisions

-No Anonymous submissions

-Dissemination of facts

-Clear on Appraisals and the Ratings

-Review Sessions of Upgrading Welfare and Social Commitments

-An ongoing exercise on SWOT analysis for all levels of people working in a set up.

-Clear concept of work structures, job stresses and job specifications verses their Correlation

-No Thinking Gaps and have clear concept between observations and the execution process.

-If there are lacunae in the system which is bound to arise these must be weeded out in short review sessions, through-

-Discussions

-Understanding about factors that are affecting issues at individual as well as group as sharing

Research on an on going basis on Specific Submissions

-Issues that require prominence

-Identify the Decision Makers; Doers: Executors; Implementers and finally the end result

This will enable to establish a cordial harmonious relationship at work place as well as with individuals.

Ujjal Ghosh

For Opinions/suggestions keep these posted at-

Buchun14@rediffmail.com

ujjal14@yahoo.co.in

Posted under Management Resources/ HR

EMPOWERMENT

The word “empowerment” has become an integral part of programmatic goals and worksite team-building. The word “empower” has been around for some time. In literal terms empower means to give legal or moral power or authority; to authorize. But what of the word “empowerment”? Is empowerment simply a word that has been coined to help people feel more powerful in a time of rapid change?

Empowerment involves a larger process for unleashing the human potential and enhancing human ability to nurture societal growth.

It is interesting that the word empowerment has come into such prominence in a time of great change and economic restraint as people are struggling with limited resources to meet seemingly greater demands. Without question, our organizations, our communities, the nation and the world are in transition. Our society is struggling to change from an industrial, manufacturing based, economic giant to a down-sized, delayered, more technological, communication base. In this wave of major transitions, there is upheaval and a feeling of uncertainty; people are struggling to define their jobs, their businesses, and indeed their very roles in life. With such transition comes tremendous change accompanied by a sense of loss and uncertainty that is felt by many, but especially by those who have not been able to find a satisfactory niche in which to fully develop what they perceive to be their role.

Feelings of helplessness and futility within people and countries can cause unrest and even violence as people strike out looking for ways to feel empowered. What kinds of paradigmatic shifts can facilitate positive change? What does it take to feel empowered? Is there a dynamic relationship between change and empowerment? Are there outdated past patterns that must be abandoned in order to help people move toward a sense of feeling empowered?

A Systems Perspective of Empowerment

An ecological or systems perspective of empowerment emphasizes the mutual interactions and interdependence of people and their environments. A systems perspective implies reciprocal and dynamic interactions and relationships between people and the significant environments of life such as family, work, and community. Self-empowerment implies a dynamic relationship of the physical, social and psychological environments of the individual.

Empowerment implies a process. In this process, individuals acquire resources and information, process them and expand their repertoire of knowledge. As part of the empowerment process there is a dynamic quality in which they may also enable others to recognize and use their own resources to the best of their ability. Individuals not only have the capacity to direct their own process of self-empowerment, but also can become instrumental in nurturing others toward their empowerment.

The process of empowerment is viewed as a way to nurture individual growth and human potential that can be communicated and transferred to societal growth. This empowerment process is believed to be accompanied by greater awareness of options, greater use of talents and increased creativity and interdependence with those around us.

Empowerment contains the word “power”. Power is often viewed negatively as control, primarily of others. Control is used to disempower. Too much power often becomes destructive and thus detrimental to individual growth as well as the growth of others. Empowerment on the other hand, denotes the increased potential for successfully living interdependently while striving for self-growth.

Empowerment in a Time of Great Transition

Is empowerment something for which we all strive? Visionaries recognize it as an important new idea in the process of change and growth. Sometimes against all odds, people struggle to use their creativity and talents only to find their efforts thwarted by inflexible guidelines or organizational restraints that do not allow creativity or change in the way things are done. Thus the paradox. We are in a time of great transition when we are being told that in order to survive, we must become more relevant and technologically efficient. At the same time, our institutions are so reticent to deal with many of the changing trends that creativity is often not valued or honored in guiding our efforts. Key questions must be examined. What must institutions review, revise, and let go of in order to allow change to occur and to implement new ideas? Must individuals rethink some ideas of protective caution to develop trust in order to express creative ideas and move to self-empowerment? Is such interdependence possible? Such questions influence our assumptions and inputs of the important components of what creates empowerment for people.

The basic premise of empowerment is that the process is enhanced, in fact only possible, in an environment where an individual can pursue personal growth and freely share ideas. Thus, empowerment is suspended and embedded in an environment of freedom and open communication. The context of freedom and the ability to communicate freely are critical because they provide the safety and trust in which an individual has the liberty to explore thoughts, choices and creative options. This freedom implies responsibility. Empowered performers must take responsibility for their own performance if positive outcomes for self and for all people are to be achieved. Through this exploration, individuals actively seek and deal with changes that are occurring in our social and economic systems. They also consider innovative changes or shifts in ways to think about issues.

An Environment of Empowerment

The freedom to think and be creative is highly dependent on one’s ability to trust one’s self, to trust others and be trusted. Basic trust is believed to come from the types of interactions experienced within the family. Outside the home, people exhibit their feelings of trust through their interactions with others in the workplace and the community. Those who have acquired trust tend to be trustworthy and create accepting environments within the workplace that encourages the freedom of creativity necessary for empowerment. Freedom to be responsibly creative only occurs where trust and respect, of self and others, are present.

Communication with respect and trust embedded in freedom is part of the essential environment in which empowerment can occur. In order to establish an environment of freedom, trust and valuing productive creative ideas must be communicated. Communication has two important parts. These include sharing ideas, thoughts and feelings plus the ability to listen. Listening, being listened to, and providing feedback are important aspects of both communication and empowerment. The process of feeling safe to share ideas with others while listening to their responses and ideas must be experienced and believed for an effective communication environment to exist. Such a positive environment fosters individual growth and nurtures empowerment. In order to expand the positive effects of growth to a higher level, innovation must be shared and implemented in the workplace. The work environment that provides an atmosphere of trust and respect in people to freely communicate ideas further encourages the process of empowerment.

The freedom to know oneself, pursue ethical, responsible choices, and work to make responsible goals and guidelines for change in an ever-transforming world is what empowerment is about. The ultimate outcome for empowerment is enhanced quality of life.

Our Challenge

To change our way of thinking or our way of doing things is seldom an easy process. People tend to cling to what they know, the comfortable, familiar ways of seeing and doing things. Thus, the choice to change our perceptions and our way of doing things is a difficult decision. It is made more difficult by the imperative nature of the required change in our current world. For some the demand is so great that its impact is disorienting, almost paralyzing. Those who are able to process large amounts of information and embrace new knowledge while seeing changing ways as a challenge feel empowered and can develop new horizons from which to view themselves in interdependence with others and the world.

The many facets of the concept “empowerment” could be a metaphor for the process of positive change in ourselves and in our communities as we develop new societal paradigms. For each individual the process is unique. The combination of many individual factors and experiences influence how individuals perceive themselves as empowered. As we seek to empower ourselves, we can empower others as we show respect, develop environments of trust and work toward a world that can function interdependently. This interdependent process has many options for expanding our individual horizons and quality of life.

Sharing what this means with others can enable us to work together with a common goal of empowerment. The challenge of empowerment is available to all. As the inevitability of change surrounds us and we try to find new ways to deal with societal and world issues, we can choose to be empowered.

Empowerment is the key to true leadership.

empowerment

Posted under Articles from Jobnet Magazine