Rubriik: Netist leitud

Me peame tegema vähemaga rohkem!

more with less

Seda karikatuuri võib tõlgendada mitmeti, seda sõltuvalt kontekstist. Tom Fishburne’i idee oli öelda, et tihti on kõige loomingulisemate (ja seejuures odavate) reklaamiideede taga rahapuudus. Samas võib muudes valdkondades kokkuhoid muutuda kõverpeegliks – kokku hoitakse sealt, kus pole erilist mõtet kokku hoida ning samaaegselt priisatakse mujal. Seda ikka tuttava retoorika saatel, et eks kõigil ole raske, kõik peavad kokku hoidma, kuid sellele vaatamata peame tegema rohkem tööd.

Allikas: Tom Fisburne.

How HR culture is dehumanizing the workplace

The following pieces are sorted out from Cliff Weathers’ article Your HR Department Hates You: How Corporate Overseers Exploit Workers. HR culture is killing innovation and dehumanizing the workplace. Worth to read it fully.

Something began to change in the 1980s. With the arrival of globalization and the Information Age, corporate stability gave way to rapid, unpredictable change. Corporations no longer saw workers as loyal partners and creative beings in a productive enterprise. Instead, they became commoditized assets on a balance sheet to be acquired and discarded to suit changing fortunes.

The rebranding of “personnel” to “human resources” signaled that employees were now resources to be managed like any other capital, such as finances, office equipment and property. Like a copy machine, it suggested that humans were to be used as much as possible and discarded when they wore out or their usefulness came to an end.

One tool used by human resources professionals is the open manipulation of “workplace culture.” Employees are expected to follow cultural cues from HR departments, which model how they want employees to act to create a “positive work environment.” And you better like the culture HR creates for you, or else.

As a company pivots its business strategy, it’s human resources’ job to retain only those employees they believe will help the company reach its goals.

The mediocrity pandemic starts with an important goal: the desire to formalize things, establish common practices and make sure everything is orderly.

The unfortunate irony with formalizing the workplace through hyper-documentation is that it demonstrates that human resources, the department that should be advocating for workers, doesn’t really trust them. Additionally, in monitoring workplace efficiency, it creates so much “busy work” it actually impedes productivity.

Opting for less dehumanizing terms is a good start, and hopefully more corporations will find that treating workers as creative, social individuals instead of disposable assets can still be great for their bottom line.

Kas me tõesti kasutame ainult 10 protsenti oma ajust?

Vastuse leiab Jaan Aru blogipostitusest Miks me ei mõista teadvust?

See, et me aju kohta nii vähe teame, peegeldub hästi ka selles, kui madal on teadmiste tase ajust ühiskonnas. Näiteks võib tänasel päevalgi Eestis leida koolitusi, kus lubatakse õpetada kasutama paremat ajupoolkera või väidetakse koguni, et te olete seni kasutanud ainult 1 või 10 protsenti oma ajust ja see ja too koolitus aitab teil võtta kasutusele rohkem oma ajust.

Ajuteadlasena, inimesena, kes on aju uurinud ja inimesena, kelle jaoks on väga tähtis see, et me kõik teaksime ajust rohkem, võin teile julgelt öelda, et selliste koolituste peale pole mõtet raha raisata. Sellised koolitused ei pane teid kasutama suuremat osa oma ajust ja nad ei ärata teie väidetavalt uinunud paremat ajupoolkera – te kasutate kogu oma aju ka ilma selle kalli koolituseta. Ja on veel mitmeid teisi müüte, mida nii Eestis kui ka mujal maailmas ajuteaduse nime all teile pähe parseldada üritatakse.

Kel huvi ajuteaduse ja teadvusega seotud teemade vastu, siis Jaan Aru blogist Teadvuse Suure Probleemi Lahendamine leiab nendel teemadel suurepärast lugemismaterjali.