Organizational culture

CCh2KJYUAAAEON6Having gathered more than a decade of professional experience, I am quite wary about the job ads out there and tend to tread cautiously. The hiring managers never fail to paint a rosy picture of their organization and the job ads, alluring new talent but the moment a new employee starts his/her job they’re forced to confirm to the organizational culture, not utilising the vast experince they bring along with them. What a waste of talent?! It fails me every time to understand why then hire new “talent”, hire a worker who hasn’t got anything to contribute and will just go with the flow, no???

No matter which organization/industry you take into account, the types of employees can be broadly classified into the following:

1. The stars – always eager to get their hands dirty with anything and everything, considering every opportunity as a learning experience, portraying the right attitude, believer in fair play. Every organization, that wants to have an edge over it’s competitors should harness such talent and try every trick to retain them. These employees are not just doing their job but are passionate about their interests, are creative and wanting to go that extra mile. They are the ones that get work done, given a chance!

2. The zombies – they fill the void with their presence but not much beyond that. Their presence or absence does not make any difference. They are the bystanders, the mute spectators, they’ll do as told. They tend to be inclined towards the popular culture – good or bad, they lack an opinion of their own. Organizations that want to get the head count right, can get their numbers right with such…onlookers.

3. The cherry pickers – they choose the easiest of tasks and the only aim they harbour is to outshine others at the cost of others! Always on the look out for like minded allies to get more force for their sinister intentions. They are also the ones using sycophancy to climb the corporate ladder, hogging the corporate limelight through hook or crook is the only ambition. The higher management have other things to bother about and do not realise that “The stars” often quit due to managers favouring the cherry pickers (flattery overtakes their senses).

4. The self claimed leaders – the father figures/ know-it-alls they have a special need of mentoring people irrespective of people’s need to be mentored or not. They usually choose their preys carefully, the meek ones, the ones with lesser experience who dare not question. The motive, ofcourse, being to gain visibility within the organization by means of showcasing their “magnanimous” self. Substantial traces of the cherry pickers found in these species. They are armed with (unnecessary) advice and (stolen) ideas at the drop of a hat!

It is a no brainer then, what kind of employees are required to bring about the change and transformation that businesses often talk about and the senior management attend top notch seminars about the same. Why then do the hiring managers almost never get it right? Maybe they are one of #2, #3 or #4 themselves or just not in touch with the reality. They maybe have a blurry vision of a quintessential organization but lack the acumen to get one in place.

If organizations, really, are serious about high performance and keeping abreast with the latest in their area of expertise, they should hire the bright talents and encourage their curious minds to help attain the organizational goals. If not, then managers should introspect and get themselves more of #2, #3 or #4 and save themselves and the stars the agony, seriously!

It is in the interest of a new employee and the organization if they could work together for a longer time, thus reducing the stress of a job hunt/new recruitment.

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