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In this section, the organizational linkages are explored by making use of the elements
that were used by play writes in the previous section. The elements under consideration
are poetic elements, disguise, irony, symbolism, parallels, brutality, selfishness,
hypocrisy, escapism, gender sensitivity, confidence, humor. Examples are provided
wherever possible while exploring organizational linkages.
Disguise: This is one of the most familiar elements in the organizational context.
There are several people who guise as pro-boss in the presence of boss and anti-
boss in the absence of boss. The disguise is not just limited to boss’ presence but
can be extended many a time to other people as well. These are typical
opportunists who try to make best out of the situation, even at the expense of
others. This kind of people doesn’t typically have any stand and act like
chameleons. Example: Carrying discussions and opinions about boss to boss from
friends’ groups.
Irony: This is another widely prevalent element in the organizational context.
There are a few employees who keep themselves in low profile, either
deliberately or because of lack of social or communication skills. But these people
may have good subject knowledge and given a job, they produce the best possible
results even under unfavorable circumstances. Example: In my experience, I have
noticed several employees who are technically strong but can’t communicate their
point of view strongly in a convincing manner. Without considerable time being
spent as part of a single team, there is every possibility that a supervisor may
undermine the abilities of such team members, while the irony is these are the
people who produce results when the need arises.
Symbolism: A few people in the organizations typically display certifications that
are symbolic of their capabilities. During recruitment process, the resume
scanners are instructed to look for certifications that are symbolic of the
candidate’s capabilities.
Parallels: Maintaining consistent performance by anyone is little far from reality
considering the practical situations. However, it’s quite natural that supervisors
tend to draw parallels with situations where an employee’s performance didn’t
meet expectations and take biased decisions that may not be in the interest of the
organization. While the appropriateness of such a decision is subjective, sufficient
care needs to be taken by supervisors so that employers are given a fair chance.
Brutality: In my experience I have seen supervisors who settle accounts by
underrating an employee’s performance and there by making the employees lose
their growth opportunities. Example: Not communicating the job expectations
clearly but underrating the performance at the end of appraisal cycle thereby
depriving the employee of growth prospects. In my experience, I know a person
who asked his supervisor, “if my performance was so bad, why did wait until the
end of the cycle to communicate the same to me?’ Needless to say, the supervisor
didn’t have an answer as the decision of deliberate and biased.
Selfishness: Such a nature is typically seen when employees compete for
overseas opportunities. Though they understand that rotation provides overseas
opportunities for other employees too, they try and negotiate with the client so
that they continue to work from onsite without necessarily caring for equal
opportunity for others.
Hypocrisy: Another widely prevalent element in the context of organization. This
goes in the line of disguise.
Escapism: This is also widely prevalent element in the context of organization. A
few employees plan leaves consistently during critical times so that they can
escape from action. Such type of people also shies away from taking
responsibility and ownership for the results. While lack of confidence can be one
of the reasons for the same, lethargy is another potential reason. While the former
can be easily identified and such type of people can be mentored, the latter are
dangerous as they lack the will.
Gender Sensitivity: In my experience, organizations are improving on the gender
sensitivity topic. Examples can be offering “work from home” option for female
employees, employing same gender when drawing and conveying sensitive
information (better empathy?).
Confidence: Confidence is an important aspect that organizations look for before
offering employment to an aspirant. This is such an element that organizations
typically don’t want to compromise upon. In my experience, I learnt that
confidence and positive attitude can make up for subject matter related minor
shortcomings. There is not even an iota of doubt in saying that this is one of the
fundamental traits of a person alongside being trustworthy and committed.
Humor: This is a technique typically used by the top level management to win
their employee confidence during open forums. This is also the technique used by
team members to ease the tension during work related discussions. Used
appropriately, humor can act as glue in binding teams so that the team’s concerted
effort is towards producing the desired result.
Poetic elements: I equate poetic elements from plays to aphorisms in regional
languages that people use at organizations. Such an aphorism conveys a lot of
things given the situational context.