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A HR message from the soft quills of Porcupine
Highlights
The skin of a mouse when born is transparent and only later it become dark and hairy. So is a porcupine as its quills are very soft when a porcupine is born.
The skin of a mouse when born is transparent and only later it become dark and hairy. So is a porcupine as its quills are very soft when a porcupine is born.
The transparent skin turns to rough, dull, opaque and dark with age. Through the transparent skin of a baby mouse, even the flow of milk from the mouth to the stomach can be seen from outside. Similarly, the contents in the stomach can be seen well through the skin.
Similarly, the quills of the porcupine are soft at birth and become strong in hours after its birth. What management message does nature conveys to the corporate through the above?
When they are born, either for a baby mouse or a porcupine, naturally the parents offer protection, care and concern. The young ones are delivered in safe place as well. But with time, the protection would end and the young ones have to safeguard them. To survive successfully in the competitive world, neither the mouse nor porcupine can afford to have either the transparent skin or soft quill. Hence the transparent skin and soft quill turn to rough and hard. Such change is necessary for their survival.
Every employee when join a corporate are either like a baby mouse or a baby porcupine. They believe that the corporate is fair and equal opportunity is available to all. They join with great dream and hope. The moment they realize the fact that nothing is fair and honest in the corporate world, they learn and become experts in playing all mischievous games.
From a transparent state they shift to an opaque and hard state. Many of their soft and innocent work styles become piercing bossism or dominating type mainly due to survival necessity in the corporate world.
Only the corporate culture and corporate realities make many innocent employees to become crooked and manipulative. Either the culture may directly support the same or may make the employees to resort to such unhealthy practices. Corporate needs to do a ‘culture check up’ in the organization to help people perform in the best way by preserving their innate talents instead of allowing them to be ‘show masters’ and sycophants.
The corporate HR needs to exert an extra alertness and vigil not only in knowing how different employees conduct themselves in the corporate but why and how such behavioural traits are occurring in the employees. Treating the culture along with the people should be the approach than offering bundle of HR trainings to people.
S Ranganathan
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