Faced with the alarming confusion, confusion and entanglement of terms, I think it necessary to invite you to a moment of reflection.
Ah, or is it perhaps that it is not the same to operate an ocean liner as to operate a crag? Overall, both float and sail in the sea.
The dyadic relationship between the Supervisor and the Supervised does not end, definitely, breaking the umbilical cord with the past. It cannot be denied that since the first Industrial Revolution until today, the changes that this relationship has undergone have been notable, however, the great scientific and technological advances require profound changes in this relationship.
The deep-rooted dualism, indicated in the title of this humble booklet, has been of a unique utility for the Supervisors and advisers since it has allowed to focus all the attention on the control of a certain type of variables, obviating others that, as a consequence of the epistemological position of the use of these, definitely, were not on the radar, therefore, they are not taken into consideration and, therefore, do not exist.
In this search for the why ?, and relying on the principle of causality, the organizations, due to pressures, product of the intermittent internal instability, have invested exorbitant sums, in order to clarify and clarify the cosmic aitia (cause) and thus minimize the effects.
The position of the Supervisors is commendable and the contributions of external consultants are interesting, but after meetings and more meetings, tests, experiments and more tests, we do not realize that we are making use of spurious relationships, based on illusions and mirage, the product of looking through the cloak of maia the elusive noumen of Kant.
Unfortunately, our conscious, controlled by our avidya, does not allow us to have a holistic and all-encompassing vision that facilitates us to forge a causal-mechanical explanation of the events (cause) that are dynamiting (effect) the balance and organic well-being of the organization..
Process optimizations and improvements, budget cuts, anachronistic increases in some useless management controls, are the classic dogmatic hot cloths (such optimizations, cuts and controls, are necessary, help in the solution, but do not eradicate the problem), are the aspirins with which we intend to solve our ills, and thus achieve an increase in the quality of the product, an increase in the quality of life of our supervisees, an increase in customer satisfaction, in short, we will succeed in eliminating competition and taking over the market.
Wait a moment, I hear a disturbing, !!!! Ring Ring !!!, from my alarm clock, I think it is time to open our eyes and become aware that we are in the 21st century, we are in the era of the knowledge society.
My dear reader, every organization is made up of homos sapiens, people, human beings, therefore, every problem, every inconvenience has a single cause as the genesis of the real event, being this, man, the knowledge worker.
To the extent that said knowledge worker is comfortable with what he does, to the extent that said homo sapiens feels that he is part of the solution, to the extent that he receives respect as a person and as a professional, problems, conflicts, the drawbacks will decrease significantly.
The worker of the Industrial Revolution, the worker of the time of Fayol, Taylor and McGregor, was left in the past. Today the knowledge worker has other needs, he faces another reality. Only by replacing the retrograde functional ontological dualism "Supervisor - Supervised" with the powerful prefixes "Co", "With" and "Com" the Supervisor will narrow the ancestral abyss with his Supervised, generating a synergistic power that crystallizes when crystallizing the symbiosis of the type Mutualist between the Supervisor and his Supervised.
Insofar as co-belonging is internalized and co-involvement in daily life is accepted, only in this way will there be profound changes that will allow for the generation of a homogeneous hermeneutical front, capable of elucidating aitia and the cosmic that shapes it.
My esteemed Supervisor, Manager or Executive, convert the use of the prefixes “Co”, “Con” and “Com” in an immanent practice to your management; Start by substituting the "I" for the "we" and put into practice the constant use of the words that have these prefixes and I guarantee that in terms of weeks you will notice important changes in your daily work.
Some examples:
- Co-ownership / Co-involvement / Co-generation / Co-membership Co-articulation / Co-directing / Co-existing / Connaturality Co-participation / Co-pilot / Co-production / Co-producing Corresponding / Co-author / Cooperating / Sharing Conniving / Congratulating / Living Together / Confident
"The good" may be enough for some. But we Knowledge workers must seek "the excellent" and never, but never, settle for less.
