Friday , 24 November 2017
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PEOPLE PLAY INVISIBLE BEHAVIOURAL GAMES

In business houses, employees play politics. By politicking an employee breaks down the team spirit. Team is divided into small groups. Small groups become very active and they hold meetings after official meeting. They discuss among themselves, what to do on the decisions which are taken in the meeting. 

Meeting after meeting is an attitude now days. 

In one of my client’s company the General Manager (HR) has put up his Man-Power plan. Quorum has approved the Man-Power plan. It was resolved unanimously. The next day, vice president called junior executive of General Manager HR and directed him not to go ahead in the matter of Man-Power planning. Instructions were passed orally. Decision was taken in meeting and minutes after that, this has been happened. Naturally, junior executive cannot take actions as the top management has ordered him. He followed YES MAN leadership. 

Now think about the performance of General Manager HR. What will happen to his career and performance? 

Groups have small thinking limited to their interest. They never think as a team. 

Junior executive became the favourite man of the top management as he followed what his boss has directed. Organizations have YES MAN. This YES MAN category is very humble, smiling, will never disobey your order. At the back or in absence of boss, they criticize boss very badly. Absolutely unfair language and worst opinion. 

 Lots of such small groups you can find in one organisation. 

Energy is wasted in wrong direction. Team breaks down. Comparatively frank and transferee people suffers. Finally, talent quits the company. 

Employees who have spiritual standards, values, open to the point, absolutely transparent, result oriented and workaholic suffers. Their disappointment level at work place is very high. Everyday, they have war with themselves. Inner noise and outer surroundings are found contradictory. They close the day with ill feelings. 

These all affects on the performance and results. Inner state of mind is not healthy and positive.

These confiscatory situations are found in almost every company. Sometimes top management is aware of this but they ignore it intently. Their profit centre should not be disturbed. They think; who is the most important person for the profit centre? They favour him and after that they throw him out from the team. Top management focuses only on profit. 

Team, values and culture of the company have lesser importance in their eyes even after knowing it.

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