| We believe that the single greatest challenge to the | | | | them on an informal first name basis. |
| 21st Century workplace is the management of that | | | | And we've created an acronym based on the word, |
| most inscrutable of resources -- people. | | | | which enumerates some of the behaviors associated |
| All too often, organizations have viewed their | | | | it: |
| employees in much the same way as they view their | | | | - Refrain from putdowns, criticism, personal attacks |
| material resources: as a commodity, homogeneous | | | | - Encourage others to state their views |
| and easily interchangeable. For example, notice the | | | | - Support each other ... even if you don't agree |
| frequent use of such terms as human capital, | | | | - Practice active listening |
| subordinate, rank and file, and headcount -- terms | | | | - Express yourself assertively ... not aggressively or |
| which connote property, servitude or thing-ness. | | | | submissively |
| In fact, employees are not headcount or merely the | | | | - Collaborate ... not compete or collude |
| means to organizational ends. They also are ends in | | | | - Trust each other ... unless and until such trust is |
| themselves. As a human resource, an employee | | | | violated |
| deserves (and needs) to be viewed differently than | | | | In our training programs, we ask participants to |
| the inanimate resources of the organization. A human | | | | commit to these behaviors. We urge you to do |
| being needs to be treated with ... respect. | | | | likewise in your workplace. |
| The master key to unlocking the full potential of this | | | | Applying the Master Key |
| resource is grasping that fact, not only intellectually, | | | | The various ramifications of this master key are the |
| but also in your gut. So that it influences every | | | | individual keys addressed in the authors' other articles. |
| aspect of how you think about and interact with this | | | | They provide a fresh approach to employee |
| invaluable asset -- your fellow employees. | | | | management in today's diverse, globally competitive, |
| Respect | | | | 24/7, six-sigma quality world -- informed by new |
| Most of us, perhaps, share a similar understanding of | | | | paradigms and recent studies. The keys unlock: |
| this word, respect. But the concept is so important | | | | 1. Classic managerial challenges -- coaching, mentoring |
| to the authors -- and so essential to this subject -- | | | | and motivating employees, optimizing performance, |
| that we are elaborating on it. | | | | teamwork, and two-way communication. |
| The American Heritage Dictionary of the English | | | | 2. Fundamental life skills -- attitude, assertion, dealing |
| Language defines respect as: the state of being | | | | with 'difficult' people, stress, and anger management. |
| regarded with honor or esteem. As a verb, the | | | | 3. Issues of special relevance to today's workplace -- |
| definition includes: to avoid violation of. | | | | employee retention, rapid change, job burnout, work |
| We think that second definition provides an important | | | | life balance, diversity, disabilities, harassment, and |
| clarification. By respect, we do not mean deference | | | | workplace violence. |
| to authority or position (e.g., bowing to a king or Yes | | | | Anyone who regularly uses the master key -- and |
| sir, boss!). Rather the American principle of avoiding | | | | each of the individual keys as they are needed -- is a |
| violation of an individual's fundamental rights. Every | | | | reinvented manager. |
| human being is a sir or ma'am, even when addressing | | | | |