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An anecdote can be as simple as a one-line
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Anecdotes are updated daily except on
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Anecdote for July 4th, 2008
Every year people clamour for change,
stating it's time for something different. But does anything actually
get done?
Change is a topic that is the most
talked about and stays the most dormant. It's evidently true in organizations
where managers state to staff, "things will be changing positively
around here," stating they'll implement a series of new actions,
like purchasing new computer systems, upgrading equipment and improving
relations with staff.
All that talk of change is just a pipe
dream and is a tactic merely to get staff to perform better, albeit
temporarily.
After some time, the computers still
operate the same, equipment is slow as usual, and relations between
management and staff is still lingering near disasterous.
Or you hear staff constantly speak
about what they would do to change a certain facet of their jobs, management
regime or company's appearance as a whole.
But when they have the chance to actually
make the change, they stay silent, resorting back to their
old methods of ranting and raving.
How long can management state the word
change or staff clamour for change yet remain actionless before
they cry wolf and no one pays attention?
Change is a very touchy subject within
any organization. The more a desired change lingers before being done,
the more likely the people hoping for the change will become apathetic
to those who make any reference that they'll make the change happen.
To management, change usually involves
money. For whatever reason, management is reluctant to spend money on
change unless the company experiences dropping profits and revenue and
they realize that the change is necessary to repair this drop.
Here are some issues as to why change
is a touchy subject:
1. Resistance: People just do not like
change. They get stuck in their comfort zones and any perceived alteration
to their routine is seen as a threat. The Fight or Flight instinct kicks
in, dictating whether it would be safer to try and fight the threat,
or let it in.
2. Cost: Change involves money. And
that money may not be available to help instill the changes that are
desired.
All in all, it comes down to the reluctance
to change oneself and to get out of existing comfort zones, and the
cost.
But if the idea poses itself as a bringer
of greater comfort and appears less malevolent as people originally
imagine, and the cost is a minimal investment at most, would the change
be as actively debased and rejected?
Until it happens, no one will know.
