Most companies in the world, especially those in the private sector, are profit-driven.
There is nothing wrong with that. In fact, higher profits imply greater benefits for employees and in the context of public-listed companies, stakeholders and investors. Greater revenue also translates into greater ability to expand the organisations’ businesses and satisfying more customers than before. Profits drive organisations and companies (except for non-profit organisations), and pave the way for a more extensive development of various products and services.
However, how is it that for those companies that are profit-motivated, there are merely a few organisations that are able to excel very well in their businesses? This is because of the existence of the X-factor.
This X-factor is not the differentiating aspects of organisations (despite that the fact that differentiation is indeed a way to gain an edge over one’s business competitors). It is also not the strategic directions taken by senior management (although this does play a substantial role in organisational expansion) . Neither is it the fact that the companies with the most talents win (as talents moves more frequently between companies and organisations. So, we can thereby downplay the impact that “brain-drain” has on organisations).
So, what is this X-factor?
It is humanism (the second definition of the term on thefreedictionary.com, to be precise).
To excel, the company must have a heart and a soul. It must have a feel for the common people and have a desire to help them (upon identifying their needs after a detailed analysis of what the organisations have to offer). It is therefore a blessing that Corporate Social Responsibility has emerged to act as a conduit which organisational personnel are able to serve.
And the key people who are able to imbue this quality into the core of the organisations are the employers. Senior management may be able to create the corporate culture within the organisations but who actually come in direct contact with the customers? It’s the frontline service staff, the delivery drivers, the telephone receptionists, and any other personnel who have an opportunity to converse or interact with the customers – by phone, via email or preferably, in person.
In a word, an organisation is a living organism by itself (which is rather similar to the concept of Gaia, when it comes to how Mother Earth is being viewed by some scientists and environmentalists). The main difference is that while Mother Earth is a self-sufficient and self-regulating organism, an organisation requires an external environment to thrive, with its employees acting as its ambassadors to the crucial element that ensures its survival – its customers, and potential customers.
This concept is very similar to Epigenetics, a field of study highlighted by Dr Bruce Lipton, a cellular biologist who has made efforts to bridge science with spirituality. In various videos on Youtube, he has tried to show his audience that the level of genetic influence is not that substantial that we can’t overcome them with our thoughts. In other words, our genes are not our destinies. In addition, in the first chapter of his book “The Biology of Belief: Unleashing the power of Consciousness, Matter and Miracles”, Dr Bruce Lipton argues that the primary factors behind the survival of the genes are teamwork and collaboration, and not “survival of the fittest”, as advocated by Darwin.
Similarly, there arises a type of leadership known as Tribal Leadership within organisations that operate on their own. They reinforce the corporate vision advocated by the organisational leaders such as the CEOs. So, these groups within organisations could resemble cells in a human body working together towards better health (in this instance, the financial health of an organisation).
Hence, our world is made up of groups of living organisms, coming together to better society. They can be living cells within one human body, or they can be groups of people working together within an organisation for the greater good of mankind. It can even be the fact that Mother Earth – being the CEO of our planet – is constantly nurturing and nourishing our well-being through her daily efforts of sustaining the health of our planet (which makes environmental conservation all the more crucial in the coming years – since jeopardising the quality of Mother Earth’s efforts is compromising ours).
A jarring fact that sticks out is the existence of freelancers. Where do these group of people fit in (since they exist as independent entities – free to contribute their services in wherever field they choose)? That is the question. However, their mobility should make them valuable assets in any organisations and as highlighted in Daniel Pink‘s “Free Agent Nation“, there might be more of them in the coming years. They could serve as connecting nodes that connect one organisation to another, known as Connectors -as mentioned in Malcom Gladwell‘s “The Tipping Point“.
The definition of Connectors, according to Wikipedia, is as follows:
“Connectors, are the people in a community who know large numbers of people and who are in the habit of making introductions. A connector is essentially the social equivalent of a computer network hub. They usually know people across an array of social, cultural, professional, and economic circles, and make a habit of introducing people who work or live in different circles. They are people who “link us up with the world … people with a special gift for bringing the world together.” They are “a handful of people with a truly extraordinary knack [… for] making friends and acquaintances”. Gladwell characterizes these individuals as having social networks of over one hundred people. ”
And with the existence of connectors, the structure of companies and organisations are made whole and complete. Coupled with a humanistic touch and a compassionate vision, organisations will surely excel in these competitive times.