Work and Apathy
My friend recently had a session in her company—Product Consciousness Training. It called for, among other things, a feeling of ownership for your product, taking initiatives in the teams and owning responsibilities. To draw upon an analogy, it’s like raising your child. If she is wrong somewhere, it’s your own responsibility and you don’t (and you can’t) blame others for that. You got to take initiatives and devise ways of correcting it. But we are talking about your work here and hence, in this article I won’t say anywhere–you MUST develop all that; for such a frame of mind, like Boyle’s law, exists only under ideal conditions. We live in a real world (though I don’t deny the inevitable but rare events called ‘Exceptions’).
So looking from the ‘real world’ point of view, a person ‘wanting’ to nurture such a consciousness would naturally expect the world around him to do the same, be honest to others and to themselves. But in the real world, things aren’t really that rosy. And its not easy to change them because if one’s dishonest to others, Buddha and Gandhi can change him; but what about those who’ve ceased to be honest to themselves, in other words ceased to be dishonest “consciously”???
To move further, the training was in fact very different from most others, my friend gives credit to the presentation skills of Mr. X and also the person who conceived and designed the training. But the bottomline is that even such training has to have a PURPOSE, and it is supposed to fulfill it. Did it? Did it not?? I am not a judge for that and I don’t propose to probe in that direction. But the direction I think I can safely probe into is whether and to what extent such training CAN meet its purpose in my friend’s workplace.
I am strictly against all forms of presumptions and so let me go by facts. And here comes to my help the “Internal Employee Satisfaction Survey Findings” of her company that my friend shared with me. Her third mail in the series doesn’t deserve much of my attention; it contains all goody-goody signs and good things don’t deserve any comment except DON’T GET COMPLACENT!!!
So I prefer to look more carefully at the second presentation, which incidentally is not so goody. There’s so much in that presentation we can talk about, but allow me to choose the slide titled “Interesting facts on Commitment”, I must say, appropriately named. This slide contains some information that struck me as the most “interesting” stuff. It hints at the APATHY of a significant chunk of voters there. Safely assuming that the survey properly represents the overall views of the employees, it might look a little disturbing when you see that averaging over all the questions 36% of voters haven’t taken any stand at all. Only 2 major possibilities exist:
- Employees are not frank, and/or
- they haven’t decided on these issues
As for the first one, why shouldn’t they be frank? I can’t think of any reason (were they asked to write their names on their response sheets, no way).
I personally want to drop the first option, so assuming the second one’s true, I come back to the APATHY of the employees towards the organization and this link takes me further back to the fulfillment of the purpose of the “Product Consciousness Training”. So after this long-long prelude, I ask you this—can the concept of Product Consciousness coexist with Apathy???
Am no authority on psychology, but my understanding of human nature says, that the two concepts are poles apart. If more than a third of your employees are apathetic towards the organization, and just exist here because life has brought them here; I don’t think they’ll ever come forward to claim the work, or their faults or…anything. Its like bureaucracy, you care about nothing save the 1st of every month and your bank balance. Talking in terms of the analogy I talked about earlier, it’s like raising someone else’s child—you just don’t care what becomes of it. And if a significant number of people with such an attitude exist around you, trying to use you to serve their apathy, I wonder how long will it be before your mind gives up the rigors of treating your work as your own child.
I want to write more, but time and space, though endless, still are the biggest constraints you always face. Never mind, as far as the PURPOSE of the article is concerned, it’s solved—to raise a question. Let the policy makers think about it, and if they care to ask for my suggestion, I would say you are dealing with group of grownups of 21st century, who as I understand have a great deal of confidence on their thoughts and on their ways. You expect them to change by a two-hour session? I’ll say—don’t be so naïve. It takes more to motivate someone. Let the concept of product consciousness expand itself to assimilate the “Team Consciousness” and “Organization Consciousness”. Let it flow like water—downwards. Set examples, and let me feel I am following someone who’s truly superior to me. How you do it?? That’s your job.
