Organisations got to innovate to stay competitive. Organisation memory can hold back change, but positive change can be eased by workers adopting change themselves, in, and of themselves. So far so good. People’s memory can let go of the past and adopt change, but at some point the trajectory of change is so much they will become a different person. Once, twice of such change might be possible, more of such change would not be possible. Having multiple individuals undergoing change is too many variables and lifetimes to be practical to measure, manage or comprehend.
Organisations used to be in the form of “social enterprise“, or “factory“. The former aims to care for or provide welfare and encourage growth of the persons.
People in “factory” type of organisations turn things into new forms, produce new versions or new products, they even regenerate themselves and create new industries. There are of course overlaps, eg a public library is both social and factory.: it helps people where they are and journey with them in their growth, but also capable of implementing innovations, products, and systemic change in external entities apart from itself.
For one thing though, workers have rights. Over time, ethical aspects of employment became more prominent. Then, there is benefits and well-being. This is creeping into “factory” type organisations. Not only as an employee we can demand suitable furniture for our needs in the office, we are expected to take paternal, maternal and adoption leave too: family comes first. There was a time that catering and cafeteria on site in the office is a luxury; later, it was veganism, meditation, green transport in cycling, creche, rooftop gardens, and gyms.
Within such organisations, the individual “person” can become “lost”; it could feel like losing your anchor. We begin to ask “who am I?”, “why am I doing what I am doing?” etc.
To continue.
