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More on serious, frivolous, cold company cultures More on serious, frivolous, cold company cultures
by Joseph Gatt
2022-01-16 08:27:52
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I am kind of a serious individual when it comes to getting work done. That is a lot of times I like to discuss company problems, try to solve them, and try to build a future for the company.

I've worked for many cold organizations, mainly in South Korea but not just there. The idea in cold organizations is that they claim to be serious, but their version of being serious is that of standing at a distance, not communicating, and solving problems on your own. The problem is that company problems tend to involve many colleagues who play different roles, and if you can't get them to play their part, the problems linger on.

com00001_400Of course I've worked for many frivolous companies where they may get excited when it comes to throwing jokes and criticizing staff and ridiculing staff, they tend not to be so excited when it comes to playing the corporate role or fulfilling the company mission. A lot of times no one even knows what the company mission is.

So here's a portrait of what serious, cold and frivolous organizations look like.

Serious organizations

I've worked for one serious organization that had frivolous and cold elements in it nonetheless. That is most organizations will be dominated by serious workers, frivolous workers or cold workers, but most will be a mix of all three types with one dominant type.

At serious organizations, you work with a clock and a calendar. That is you keep track of time and dates and try to plan ahead, schedule different dates for different appointments, and set deadlines for your projects.

But you also discuss how the projects are going, where they are headed, and you try to find out if anything needs changing or adjusting. You constantly adjust the nature of the mission and projects so everyone involved with the organization can be satisfied.

This constant chatter means you know exactly what it is that you are doing and where you are headed. You get constant feedback, think about the feedback, analyze it and try to figure out whether there's some truth to the feedback and whether the mission and projects do need adjustment.

At serious organizations everyone knows they have a role to play and everyone plays their role. If individuals are contacted it usually means they can play some kind of role in the conversation. Either they have the experience, or they know someone who has the experience, or they are directly involved in the project. So communication flows.

Cold organizations

Cold organizations usually have one strong leader who decides everything. The leader is often absent and the leader often does not have time to keep track of all the projects. Yet nothing can be done without the leader's consent.

So in such organizations most members wait for the leader to intervene before they get anything done. A lot of times the leader never shows up, so they sit quietly at their desk and stay quiet. Any noise is a sign of the interruption of peace, and the only thing that will anger leaders at such organizations is noise.

As leaders can show up any time and unannounced, the capacity to tell lies and improvise is very important at such organizations. If the leader shows up out of the blue, you have to be ready to tell lies about how the project is going and improvise your way through a series of steps in the project. You basically have to pretend to be getting work done.

The problem with such organizations is that leaders often punish initiative, yet never really keep track of the projects. So a lot of projects are at a halt, or moving slowly if at all. To avoid problems, most workers do not work until the leader asks them to, and that avoids getting attention from the leader and being punished by the leader for wrongdoing.

Such organizations often claim that they are “serious” and “hard-working” organizations, but they are really just waiting for the leader to show up and trying to impress the leader. As the leader often does not know what projects workers are involved in, and the workers only really just want the leader to notice that they show up at work early and leave home late at night.

Such organizations eventually lose a lot of money because workers do not accumulate experience, and leaders have trouble keeping track of the different projects.

Leaders in such organizations often work too hard trying to network with government officials or other big leaders for big projects, and often lose track of the smaller projects or of the main product. That leads to a lot of waste.

The main problem is that those who are not leaders have no decision power whatsoever. It's who you lead, not what you know. So leaders often won't be informed about the different opportunities and problems, because, again, leaders are too busy trying to get billion-dollar projects to care about long-term growth.

Frivolous organizations

You know those kids who like to drink and who think everyone else likes to drink. Those kids who like to party and think that everyone else likes to party.

So you have those organizations where working is a sin, where leading projects is a sin, and where you're supposed to be on vacation enjoying life with other workers.

Such organizations are often led by individuals who don't really know what an organization is or what making money involves. They are often individuals who are so focused on the parties that they forget that working is also part of the mission.

If you work for such organizations, you will notice everyone attacking you with jokes and futile talk. You are usually expected to attack back with jokes and futile talk. Any attempt at discussing anything serious will either be met by jokes or by anger tantrums.

Individuals who work for such organizations often go on guilt trips. They know that they are supposed to be working and making money, but they party nonetheless. They blame their lack of work on the government, on the economy, and the local culture, on the local people, then they go back to telling jokes.

The importance of training and education

In education systems where the teacher controls everything, you often have organizations where the leader decides everything. In education systems where the students are expected to be passive, you will have organizations where the workers will be cold and passive.

In education systems where “fun” is emphasized, you will have lots of frivolous organizations. That is those education systems where the teacher plays games in the classroom and chitchats with the students in the classroom will often train students to think that working is all about fun and not about responsibility.

So, in the end, you need that kind of education system where the students are taught to study problems, discuss problems together, work together, but in the end be responsible for projects and try to finish their projects.

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