Organizational Collapse

Video: Organizational Collapse

Video: Organizational Collapse
Video: Unethical Decision Making can lead to Organizational Collapse 2024, March
Organizational Collapse
Organizational Collapse
Anonim

Business and psychology are so tightly connected that some business representatives have already begun to guess about this, however, the understanding that organizational processes are an expression of the unconscious processes of a leader has not yet entered the mind. Moreover, the leader, embodying the policy and strategy in the company, can be a relayer of the collective unconscious, as a representative of this ethnos, culture and time. The organizational psyche is the same reality as the psyche of a single person. Accordingly, coming to work in a company, an employee, in one way or another, interacts with a certain spiritual structure of the company, most often expressed in the form of complexes and psychological defenses of its owner or manager.

The three most common ways of interaction when the psyche of a new employee collides with the psyche of the organization are as follows: 1) the individual characteristics of the manifestation of himself are suppressed by the organization until the employee becomes the same as the entire company as a whole; 2) the employee will not be able to accept the needs and defenses of the company and will oppose them with his own needs and defenses, which are alien to the company and will eventually be ejected by the company as an extremely dangerous and destructive element of the system; 3) the employee will be able to use the company to satisfy its needs, and the company will be able to use the employee to satisfy its needs until the employee enters point 1 or 2. If you do not go into details of each of the points, then you can easily see yourself in one of them.

The organizational psyche is a rather tough and difficult thing to change. Over time, all employees who have adopted the "corporate values" become loyal followers and keepers of the spiritual structure of the company, thereby determining the impact on new employees. The company draws our psyche into itself and we, as it were, become a part of it. This may explain the devastation or relief we feel when we leave the company. If we take into account that they don't just get into a company, then we can assume that this type of company can really reflect our own unconscious type of needs and defenses, perhaps, which we did not even suspect, and saying that the company is "bad" sometimes we do not we know to whom exactly we are addressing this message, to ourselves or to someone else. I'm not sure that there are odd jobs or accidents at work, I would rather assume that when we came to this company, we really pursued the goal of detonating a bomb of the unconscious in ourselves or strengthening certain defenses.

We need an organization, and it needs us. We need to realize our latent action potential, which can be expressed in breakthrough and extinction, in leaving and in coming, or simply in presence. All this is us. We and IT, in the form of the psyche of the organization, which, like an invisible mentor, limits us in its manifestation or absorbs all our energy, provoking us to be active, thereby giving us the illusion of action disguised as a manic psychotic unpacking of our complex. This interaction is complex, because the organization needs something from us and it is not always our time and our competence. We are more than what we show, and we also do not see what the company shows us. Because of this difference, conflicts arise that lie on a surface saturated with anxiety and fear. Fear or anger that grips us at work is quite possibly accepted by us, introjected, from the repository of an organization that is looking for people precisely to give back anger and fear, and not for work.

Working in a company is a meeting with an OTHER self, filled with impressions or completely devoid of life routine, showing us our other side of the moon with a slight ironic smile of the director at your request to raise your salary. And it may be strange, but, as a rule, the director will respond in the same way as your parents will respond to a request (expressed or unspoken) to buy you a toy.

Recommended: