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Relationships for Optimal Productivity Published: Sunday, August 8, 1999 By: Dr. Manuel Angel Morales

There is strong evidence to suggest that trust in high degrees within organizations can promote and maintain meaningful work movement in people. John Gardner in his book Morale, profoundly observed that the human being is a stubborn seeker of meaning. This predicament quickly has to be incorporated to overcome the mentality of "I just do what they tell me to do". Such human being is not creating, producing, or originating, as he or she should be. For people to do just what they are told, can be devastating in the twenty-first century.

Making changes to get the best out of people includes educating and training people in schools, universities and work settings. It also relates to stopping actions as violence, murder, rape, child abuse, dishonesty and other acts against people in our society. The institutional changes that we favor should make a difference in eliminating the unfair treatment of women, young people, the elderly, the handicapped, and those who speak out. The purpose is to bring down barriers, obstacles or impediments for allowing people to commit all of their resources; mental, physical and spiritual to work together towards achieving a significant task. Again, if our community is going to survive with a fair standard of quality of life, we must cultivate the science of human relationships. It is a science that must become better understood, especially by those in any type of leadership position. It is up to the leaders and organizations of the future to refine and enhance such a wisdom and pass it to generations ahead. It is possible, these days, to determine why relationships breakdown or progress.

Human behavior knowledge allows us to understand today the once invisible elements that tore down relationships and structures, no one knowing why it happened. There are ways to teach people how to change their behavior and how to develop their potential. Power, for example, is abused in most relationships that break down. This is true whether we are talking about divorce, management and labor issues. It is also true when we discuss problems between teacher and student or a parent and a child. Learning how to eliminate sarcasm, ridicule and humiliation as dead forms of motivation can now be so easy that the process can be called culture transformation. Theory must be put into practice by focusing on the ways to change behavior and through deep introspection into the work environment, understanding more thoroughly what people do to each others to cause feelings of disenchantment, distrust and suspicion. The purpose should be that of promoting civic virtue and collaboration.

If we put collective intelligence to work, the society of tomorrow can be better. An error does not become a calamity until the community refuse to correct it. Only then, optional productivity is possible.


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