Organization Clarity: when you choose your career path

When it comes to selecting your career path it, as this article states, is based off of us, as individuals comparing ourselves against the success of others (Sonenshein, 2017). Also, cultural influences play a part of the individual, as the article states, chasing goals that are not their own. We look at others in our peer groups or even outside as standards of success when we should actually look and identify with what we are comfortable with.

Most of the time psychologically we are not equipped to do the things that the individuals we consider a success have done in the process of being a success. Sometimes we are not even emotionally able to handle the amount of rejections, losses or even critique that come with these career paths. Some people can handle the 24/7/365 high-speed corporate world and looking from the outside this may seem like a standard of success due to the money made and respect garnered, however the daily grind to making this possible is not acceptable or possible.

Either due to the lack of emotional intelligence or even a lack of professional skills as you see I mention multiple variables that constantly rear its ugly head to determine if an individual is able to handle a particular career path. You may want to be the next president of the United States, when if you take into account all of your psychological needs, and capabilities you may be happier being as a blogger! 

In essence, when you choose your career path just take a really good look at yourself, not someone else, to determine if you are putting all your time and energies into the right field. Culture, friends, and family may tell you one thing but in the end, they are not paying your bills, dealing with the struggles in your professional life, nor are they the ones who live with this decision every moment of every day. Reflecting upon yourself will allow you to be happier in your occupation but also you will save yourself time, money and a whole lot of stress!

Sonenshein, Scott (2017) Why Do People Chase the Wrong Career Paths? February 15, 2017 TheHuffingtonPost.com, Inc http://www.huffingtonpost.com/quora/why-do-people-chase-the-w_b_14749038.html

Organizational Clarity: Having anonymous interactions can be a great thing when you need feedback for your organization.

Having an Online presence does give one a sense of online anonymity and gives one a sense of freedom this can enhance the interaction process between an organization and its employees by giving an open forum to discuss issues with a strong sense of truth than if the employees were asked face to face (Allen, 2011). 

One of the issues that faces the Organizational Development professional is the challenge of getting a major quantity of feedback that is mired in truth and has nothing held back. Using an unknown identity or alias for this purpose can take out the factors found in the workplace environment and the pressure to conform to socially and/or organizationally established norms.

This allows for active collaboration and the user to openly be creative in their expression upon subject matters cover during these interactions. This new Self-definition in where one can be themselves is in the end very helpful and meaningful for the OD professional with employees not hindered by necessary social graces and the fear of retaliation can get the data they so desperately need (Allen, 2011).

Employees completing anonymous surveys or using anonymous aliases on Organizational forums can expose issues that deal with possible unknown problems with productivity to inter-office lapses of communication between departments that are not uncovered for the fear of being ousted as a trouble maker by management or a snitch by fellow coworkers.

 In all, giving employees the option to express their voice(s) collectively in an anonymous way gives them the ability to be Autonomous and shows the organization trusts them enough to go the distance in giving feedback, that was not there before (Allen, 2011). Meanwhile, it also provides a way to learn express, and gain an increased amount of data that was not an option in the traditional sense and free of the constriction of the workplace environment.

Reference

Allen, M. W. (2011). Michael Allen's 2012 e-learning annual (Vol. 54). John Wiley & Sons.