tag:blogger.com,1999:blog-7584319303804919668.post3234521309120610700..comments2023-08-15T19:00:12.980+05:30Comments on Simplicity @ the other side of Complexity: HR professionals and Multiple Personality DisorderPrasad Kurianhttp://www.blogger.com/profile/00392000963081576320noreply@blogger.comBlogger3125tag:blogger.com,1999:blog-7584319303804919668.post-29994829214891328592009-10-21T02:42:23.167+05:302009-10-21T02:42:23.167+05:30Read the blog incidentally and was actually surpri...Read the blog incidentally and was actually surprised to find this topic .My interest stems from the fact that i was diagnosed with some sort of a multiple personality disorder at some point of my career.<br />In simple terms human beings need food, clothing, shelter and protection,emotional gratification,entertainment and a purpose to carry the excuse further.These needs can exist simultaneously and yet subconsciously and are balanced by the internal rationalizations and realizations of the environment and are very subjective based on parameters such as family, upbringing and social interactions , thinking processes of the individual perhaps even financial considerations of the individual and are moderated by the levels of aspirations the individual bears with regards to his ego positions in respect of the various roles he is performing.<br />It i feel from my experience is however a part of the learning process to be a HR professional and perhaps even transient but whenever the values of an individual come at a clash with the helplessness (whether learned or otherwise) to strike an individual identity the chances are that it may manifest as a multiple personality seeking to establish identity as either or all of them and yet not in synch with even p1.The scale of aberrations from p1 can be drastic if the deviations from individual aspiration and percieved truth are remarkable.Udayanhttps://www.blogger.com/profile/00825624117010197346noreply@blogger.comtag:blogger.com,1999:blog-7584319303804919668.post-6666427375449601782007-02-14T01:12:00.000+05:302007-02-14T01:12:00.000+05:30Ha! This makes a lot of sense. I left HR pretty ...Ha! This makes a lot of sense. I left HR pretty quickly after gaining exposure to org psych, in particular since I found that the expectation that I spend most of my time in what you call "p1" was soul-killing.<BR/><BR/>I'm starting to wonder if HR can really be effective in championing change management. Perhaps more orgs can follow the lead of Starbucks and divide the Org Development function from corporate HR. <BR/><BR/>I think the problem is less that HR gets caught up with the minutia of the administrative side, and more that orgs want HR to "keep to it's place" and not push boundaries on org behavior issues.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7584319303804919668.post-41794210970569951832007-02-09T10:50:00.000+05:302007-02-09T10:50:00.000+05:30Well said!I think you also bring about a larger po...Well said!<BR/><BR/>I think you also bring about a larger point of “Inclusivity”. The corporate world rarely allows you to bring your “whole” self to work, whether it is “theory” v/s “practical applications”, “logic” v/s “emotion”, or “structure” v/s “flexibility”. And hence we end up feeling like we are leading parallel lives, nor knowing how the two can be integrated. Awareness will definitely be a starting point, but true integration will require cultural shifts, both at the workplace and outside of it.Anuradhahttps://www.blogger.com/profile/15543988769262762177noreply@blogger.com