By now, almost everyone knows that bureaucracy is dead. It died a natural death. It fulfilled its purpose and then it became an anachronism, outdated, simply put, tropophobic and too rigid to handle change.
Nevertheless, most organizations are still run as bureaucracies, despite what they may think of themselves, or the myriad of “change processes” they may have undergone under the “auspices” of big corporate consulting companies.
To prove my point suffices to look at how many top people, i.e., managers and up, keep talking about “people management.”
To manage people under a bureaucratic structure — since the industrial revolution until the 1950s — was obviously good and necessary because most workers were illiterate. Hence, the bureaucratic structure was deliberately designed to restrict human behavior.
However, to even pretend to manage educated workers under an organizational structure that is supposed to enhance human behavior is simply an oxymoron, to say the least, especially if you call it “Talent Management.”
It has been rightfully said “Why would you pay good money to people to tell them what to do? You pay them good money so they tell you what do to!”
If you are fool enough to “manage” your employees by telling them what they need to do, then you might as well hire low-skilled employees and save a ton of money… on your way to bankruptcy.
In today’s hyper-turbulent environments, people don’t have to be “managed,” especially highly-skilled individuals, processes do.
Processes Must Be Managed. Not People!
Workers only have to have a clear understanding of the processes that need to be undertaken and have and a crystal clear vision statement and they’ll figure out the best ways to make those processes work efficiently and for that vision to come true. Their capabilities need to be fostered and nourished within an organizational environment that enhances their behavior from goal-seeking to ideal-seeking thus catalyzing them towards their shared vision.
This is what developing Tropophilia is all about!
Only by enhancing human behaviour based on a higher purpose will organizations be able to handle turbulent environments and uncertainty by becoming proactively-adaptive and maintaining a Day-1-Always attitude to stay on top of the pack.
Here’s To The Health Of Your Organization!
JC Wandemberg Ph.D.
President & Founder
About the author: Dr. Wandemberg is an international consultant, stocks trader, professor, and analyst of economic, environmental, social, managerial, marketing, and political issues. For the past 30 years Dr. Wandemberg has collaborated with corporations, communities, and organizations to integrate sustainability through self-transformation processes and Open Systems Design Principles, thus, catalyzing a Culture of Trust, Transparency, and Integrity.