We’re Like A Family ….

You have no idea.

In my usual lookout for some brilliant demystification of that ever prevalent realm of Corporate Life, I have begun to spot parallels. Where? Between the office and home.

Have you ever heard of paternal management? You know the type. The boss stands as a notable father-type figure, taking a strong direction in what he (but a she is also possible) believes is the best not only for his company, but also for the lives of his employees. You’re like to see a heavy emphasis on loyalty, maybe even policies such as a no-smoking rule, because basically, it’s a concept based on one person’s leadership and vision, followed stringently by all those below him. Without a doubt, the paternalistic head cares deeply for his employees, but at the same time, he takes the view that these people are basically followers in desperate need of direction.

Some families operate this way, and it’s not hard to see a link. It’s also not hard to see that this is a style that works some of the time and in some places, depending on various factors such as who the leader is and who the followers are, and what their main goal is, et cetera et cetera.

But let’s flow away from that vein. Speaking in general, can the psychologies in home relationships have any application in work-oriented ones? A number of managers and leaders have told me that looking for a good business partner is like looking for a good marriage partner. There are no ’set’ qualities to look out for. It’s all about that “fit”, I’m told, a matter as intangible as when you’re looking for that Special Someone. Fair enough. Curiously, I’ve heard employees say the same thing about their job. Haven’t you heard that line ‘It just wasn’t working out?’. There are no tawdry affairs or arguments over a toilet seat constantly left up, but division of labour? A breadwinner and dependents? There must be some structural similarity here.

Speaking of which, let’s look at the relationship between a boss and his subordinates. Have you ever noticed how even intelligent adults may descend into petty conflicts at times with the boss? Now, remember all that you’ve ever seen/heard/read/experienced with parents dealing with their teenagers. I am not trying to say that workers are like teenagers. I am only suggesting that both situations entail a very delicate power play. Be too autocratic, and you risk mutiny. But neither is it wise to provide your workers too much free rein.

So what works? The same elements that work with teenagers. Trust. Respect. Communication. Are these not the driving forces encouraged by top business leaders today for the working world? It’s all about people, people just looking for a way to survive and succeed together.

~ Lyana Shah