I was reading an interesting management book on performance management, which talked with lot of information and data about how “paternalistic” are our current Performance management systems are. It mentioned that current systems do not allow employees the necessary freedom and choice to exercise their opinions/options in a realistic manner.
This got me thinking and I soon realized that the whole system in which we human beings operate is paternalistic. Take a look at our government systems and you would soon realize that half a dozen things that you would like to try or experiment with are either banned or fraught with risks defined by the government. One can argue that if things like speed limits, drug abuse were not banned or restricted we would be a very unruly society. We have also defined socially accepted norms or manners which help us decide whether the person is cool or not so cool, to fit into our description. This does have the risk of everyone being judged through the same lenses or yardstick.
Though there is space for individual expression, we can easily agree that it has to be done within a defined framework and anybody who has or continues to challenge the framework itself has to fight hard to prove his/her point of view or worst being labeled as lunatic. We have umpteen numbers of examples from history which would highlight this fact. Very few of these defined lunatics were later on held as greatest geniuses of the world, many times after 2 or 3 decades of their demise!
This goes on to prove that we as human beings have created these paternalistic systems for us to operate. Just like any other living organism creates its own system of hierarchy to ensure effective operation along with survival and growth of its own breed. This aspect gets further complicated due to the variety of breeds that comprise of this generic classification called “humans”. We are further separated by our cast, religion, place of habitat or origin etc which greatly influences the basic framework (e.g., Japanese are more loyal towards their employers where as Americans are more loyal to self)
There is no wonder then these frameworks get applied to the institution of organizations created by mankind. We define a very clear hierarchy in the organization to ensure that every operator at each level knows the superior, supposed to be more responsible and knowledgeable. The quintessential manager or leader is typically defined as a father figure who is supposed to nurture and guide his/her subordinates. Many a times these managers/leaders find this very aspect of their job the most challenging part.
Here again I do see a very compelling similarity between parenthood and managerhood!!
Just like when you and I become parents we struggle, though the feeling of parenthood comes naturally the related dexterity of being able to nurture and guide kids is learnt the hard way or in some cases not learnt at all. According to me, the same applies to one becoming a manager, the feeling is good but the necessary traits to become an effective manager need to be learnt the hard way, trial and error.
Also the parenting methods can’t be universal neither same method produce the same result for all pupils, the same applies to management aspects. This is where as a manager you need to be sensitive to the needs of individual employee and be able to tailor the solution accordingly. Some of the simplest books on this subject like “One minute manager” or “First Break All rules” do highlight this fact.
As one starts to understand this one also has to be ready to accept that not everyone can learn all that is there to be learnt in this vast area of being a manager. People increasing are getting comfortable with the notion of not being a manager at all or accepting their innate desire not to manage people, just like some individuals deciding against parenthood!
Organizations of all sizes and especially smaller size organizations have to be more sensitive to this need and have effective mechanisms to address the same. In the SME environment the ultimate father of the house is the owner/proprietor/CEO who has the view of the entire family. A great deal of responsibility rests on his/her shoulder in this aspect. Establishing clear rules of the community, shared purpose, do help in keeping this small family together and committed to each other. The clearer such community rules are to the members of the organizations the better it is. This process also has to be very similar to the ancient practice in Hindu cultures of assimilating the newly wed girl into the customs of the family. Though certain practices in that culture focused on coercion, we are essentially talking about the participative practices in the culture which enabled the family to stay together.
In conclusion, we can learn a great deal about our organizations basis how do we create and operate our society or family. One has to be ready to understand and apply these principles in the organization to realize the impact and effectiveness of the same.
This got me thinking and I soon realized that the whole system in which we human beings operate is paternalistic. Take a look at our government systems and you would soon realize that half a dozen things that you would like to try or experiment with are either banned or fraught with risks defined by the government. One can argue that if things like speed limits, drug abuse were not banned or restricted we would be a very unruly society. We have also defined socially accepted norms or manners which help us decide whether the person is cool or not so cool, to fit into our description. This does have the risk of everyone being judged through the same lenses or yardstick.
Though there is space for individual expression, we can easily agree that it has to be done within a defined framework and anybody who has or continues to challenge the framework itself has to fight hard to prove his/her point of view or worst being labeled as lunatic. We have umpteen numbers of examples from history which would highlight this fact. Very few of these defined lunatics were later on held as greatest geniuses of the world, many times after 2 or 3 decades of their demise!
This goes on to prove that we as human beings have created these paternalistic systems for us to operate. Just like any other living organism creates its own system of hierarchy to ensure effective operation along with survival and growth of its own breed. This aspect gets further complicated due to the variety of breeds that comprise of this generic classification called “humans”. We are further separated by our cast, religion, place of habitat or origin etc which greatly influences the basic framework (e.g., Japanese are more loyal towards their employers where as Americans are more loyal to self)
There is no wonder then these frameworks get applied to the institution of organizations created by mankind. We define a very clear hierarchy in the organization to ensure that every operator at each level knows the superior, supposed to be more responsible and knowledgeable. The quintessential manager or leader is typically defined as a father figure who is supposed to nurture and guide his/her subordinates. Many a times these managers/leaders find this very aspect of their job the most challenging part.
Here again I do see a very compelling similarity between parenthood and managerhood!!
Just like when you and I become parents we struggle, though the feeling of parenthood comes naturally the related dexterity of being able to nurture and guide kids is learnt the hard way or in some cases not learnt at all. According to me, the same applies to one becoming a manager, the feeling is good but the necessary traits to become an effective manager need to be learnt the hard way, trial and error.
Also the parenting methods can’t be universal neither same method produce the same result for all pupils, the same applies to management aspects. This is where as a manager you need to be sensitive to the needs of individual employee and be able to tailor the solution accordingly. Some of the simplest books on this subject like “One minute manager” or “First Break All rules” do highlight this fact.
As one starts to understand this one also has to be ready to accept that not everyone can learn all that is there to be learnt in this vast area of being a manager. People increasing are getting comfortable with the notion of not being a manager at all or accepting their innate desire not to manage people, just like some individuals deciding against parenthood!
Organizations of all sizes and especially smaller size organizations have to be more sensitive to this need and have effective mechanisms to address the same. In the SME environment the ultimate father of the house is the owner/proprietor/CEO who has the view of the entire family. A great deal of responsibility rests on his/her shoulder in this aspect. Establishing clear rules of the community, shared purpose, do help in keeping this small family together and committed to each other. The clearer such community rules are to the members of the organizations the better it is. This process also has to be very similar to the ancient practice in Hindu cultures of assimilating the newly wed girl into the customs of the family. Though certain practices in that culture focused on coercion, we are essentially talking about the participative practices in the culture which enabled the family to stay together.
In conclusion, we can learn a great deal about our organizations basis how do we create and operate our society or family. One has to be ready to understand and apply these principles in the organization to realize the impact and effectiveness of the same.
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