The aftermath of our latest economic downturn, has caused many a corporations to revitalize their internal structures and re-shifting of personnel and re-structuring of groups.
The “individual” is a risk to an entity, be it from its immediate actions or retroactive events. When vested with the “credentials” of the held position, an individual takes on the unspoken responsibility of being a representation of the entities to which he/she belong to.
Thus an individual is viewed as both an asset and as a risk to such entity, which takes on a new perspective how entities will view the role of their workers and their affairs.
The human being as a social animal seeks the need to interact and socialize with others, and in such manner how entities will view and interpret such interactions can in its whole determine the representation of the entity as itself and the individuals’ reciprocation towards its employer.
Today’s market behavior is a reflection of how an entity views itself and its employees, thus portraying and handling its business endeavors in a manner that shows its corporate culture.
“A chain is only as strong as its weakest link”, an overused proverb that rings true in this case. Why?
With the necessity to minimize its ‘exposure’ to outside factors within its infrastructure an entity must regulate and deregulate its own personnel, this means the individual. Topics of conversations and their context have every entity running scared and hushing up rumors of corporate control and “dictatorship”.
The who is who? What is being said? And to whom it is being said? Operational models are in a re-structuring phase after the aftermath of the economic collapse, inciting the need for change and for self assessment above all.
The assumption that all models are infallible is up to individual preferences, or is it? What might work for one organization may not be suitable to another, within the same sector of business. The need is to cater to each and every entity with personal care. The actions of individuals within the corporate infrastructure are what can set up a success or a failure, thus the need for models that address the issue of methodological individualism.
Models need to be created, modified, adapted or even all together extinguished, in order to set up “alarm systems” able to identify the risks and patterns of behavior, which will allows at the same time for courses of action to be activated and executed.
These matters leads us to believe that when hiring employees, especially at middle to higher management levels, and entity taking its core infrastructure in account should not only emphasize the need to rely on the corporate etiquette, code of ethics and “good business” philosophy, but at the same time create a new idea and implement it as “rational choice theory”. (…)
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