- Left to their own devices, human beings exhibit inherent complexity and unpredictability, rendering human resource administration an intricate and dynamic process.
- The prevailing misconception in human resource administration lies in the belief that individuals can be managed to consistently achieve productivity, efficiency, and harmony in the workplace.
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Human nature remains consistent across diverse settings.
Left to their own devices, human beings exhibit inherent complexity and unpredictability, rendering human resource administration an intricate and dynamic process.
The prevailing misconception in human resource administration lies in the belief that individuals can be managed to consistently achieve productivity, efficiency, and harmony in the workplace.
Similar to the pursuit of world peace, this notion is a noble yet elusive endeavour, hindered by the complexities of human nature.
Here’s why:-
- Morale: The 10% rule
Complaining can often seem like a national pastime, with approximately 10% of any group regularly voicing dissatisfaction.
In an office of 50 employees, this equates to about five individuals who consistently find fault with every aspect of their work environment.
If these chronic complainers fall within the 10% rule, it's unlikely that any efforts will permanently satisfy them.
True morale in the workplace is cultivated through everyday interactions and genuine gestures, not through large-scale institutional initiatives like company picnics or holiday gifts.
- Are you part of the problem?
This should be the initial question on every manager's mind in any scenario: What role am I playing in this conflict?
Conflict typically involves contributions from both parties and as a manager, acknowledging personal responsibility is essential.
Reflect on your actions that may have fuelled the conflict and consider proactive steps toward resolution.
- Managers manage the workers, not the work
A good manager is not the best worker. A good worker is not the best manager.
If you find yourself spending more time executing tasks rather than engaging in direct personnel management—such as coaching, providing guidance, addressing performance issues, and conducting evaluations—you may not be fully embracing your managerial responsibilities.
It's common for managers to gravitate towards tasks because they offer a sense of control, unlike the unpredictability of managing people.
- Managing is like parenting
Just as the act of procreation alone does not fully prepare one for parenting, working diligently in a professional capacity does not automatically equip individuals with the skills needed for effective management.
Some individuals possess a natural aptitude for parenting and management, while others develop these skills over time. The key skills for both parenting and management include:
- Enforcing discipline and structure
- Managing chaos and unpredictability
- Being accessible and engaged when needed, and allowing independence when appropriate
- Demonstrating patience, empathy, and self-control
- Maintaining emotional stability and resilience
The workplace is not Grandma’s house; sounds harsh?
The workplace is not akin to Grandma's house, where indulgence and fun take precedence cream for lunch, hot dogs for dinner, and late-night TV.
However, effective parenting requires discipline and structure, elements often lacking in Grandma's approach because she aimed to provide entertainment.
Work is fundamentally different from leisure; it's not intended to be purely enjoyable.
That's why we call it 'work' and receive compensation for it.
While it's important to find fulfilment in your work, the enjoyment should come from the work itself, not from seeking constant amusement.
- Informality erodes respect
The workplace embodies a formal setting where discipline and structure are essential elements which cultivate respect among colleagues.
Informality within the workplace can erode discipline, structure, good manners, and mutual respect, often leading to personnel conflicts.
But rigid discipline, intransigent structure, and meaningless formality are stifling. There is a balance. Strive to find it.
- Respect vacations
It's important to encourage employees and managers to take vacations and disconnect from work.
During vacations or sick leave, all office-related contact, unless necessary, should be prohibited.
If you wish to be involved in a process, be present where the action is happening.
Otherwise, if you delegate work to employees in your absence, respect their decisions and outcomes.
- Dignity matters
Humour can be effective in communicating unpleasant messages, but it can also feel like ridicule to the recipient.
Instead, be sincere, firm, and direct. Listen to concerns and protests then respond with firmness and finality.