Here I am not talking about balancing the power or balancing the staffs, but about balancing the life and work.
When we are young, we believe we are full of energy and actually we are full of dream. We feel the work is more important than life, as we want to change our lives through our hard work. Is it true?
When we got age, we learned that we are just "we", same as many others -who are working as hard as us or even more harder; who had or still sharing the same dream as ours; while life does not completely change towards the way we want. Is it true?
We need the balance between life and work. Only it balances, you can gain the sustainable energy for the work; a positive attitude for the work; more commitment for the work; to help for building a more harmony world.
Wednesday 4 July 2012
How culture as issue can influence or impact in an organization?
This is really interesting and matters to many companies for different sizes; and it is becoming more important when the world is smaller.
As how it has influence in the organization, it is much easier to say and to notice. How it has impact in an organization? Which kind of impact it is?-- For this, you might only be able to notice and tell not when it starts but at a much later stage.
The impacts include: start the sub-group among employees; inefficient communication and work; challenge for the management...
For a healthy organization, it can cure itself by facing the issue and leading to an open but objective work environment; and it might eventually turn a negative to a positive fact for developing the company culture. But it requires the determination and strength of the management.
But how the impact starts? If we know this, we can already stop it there. We might only see the different views, standing points, actions as a daily phoneme, and these are not sufficient enough to alert us.
As how it has influence in the organization, it is much easier to say and to notice. How it has impact in an organization? Which kind of impact it is?-- For this, you might only be able to notice and tell not when it starts but at a much later stage.
The impacts include: start the sub-group among employees; inefficient communication and work; challenge for the management...
For a healthy organization, it can cure itself by facing the issue and leading to an open but objective work environment; and it might eventually turn a negative to a positive fact for developing the company culture. But it requires the determination and strength of the management.
But how the impact starts? If we know this, we can already stop it there. We might only see the different views, standing points, actions as a daily phoneme, and these are not sufficient enough to alert us.
Unnecessary risk
In many situation, we define that "challenge" = "risk"; and we are driving by " high risk, high return."
But without a clear picture of "risk", we might start with a hope of success/win/gain while at that point it is already clear of the result- fail.
In this case, balancing, calculating and measuring at the beginning is very important. We need to be able to detect it is really a high risk challenge or unnecessary risk that we shall avoid.
If we do already see one important fact that will lead you to fail by taking that challenge, and for which you have no solution; then at least to me, I will not define it as a challenge but an absolutely unnecessary risk, which we shall avoid for the life and business.
Subscribe to:
Posts (Atom)
