Organisational Support

• At times of great vulnerability decision-making can become a risky affair. Faced with an unknown future who can determine what is good for the organisation and what may be disastrous? Given such circumstances all sorts of group dynamics may be employed by decision-makers many of which will concern a dangerous flight from reality.

Example: A study of the Challenger Space disaster has shown that, at one level, many in the decision-making group knew that there was a serious potential for failure. Yet they still went ahead and made the fateful decision to proceed with the mission. Clearly, all sorts of pressures came into play that resulted in an unconscious (as opposed to deliberate conscious) group denial of the data pointing to failure.

Example: The management group of a large insurance company faced with strong competition and dwindling sales considered and approved the launch of a new product that, at one level, they knew would be unsuccessful. All the data they had pointed to the fact that this product could not be a success, yet they still approved the launch. In their highly emotional state and trying to manage their unbearable feelings of failure they convinced themselves that they could not fail. They unconsciously denied the data that spoke to the reverse of their needs. The outcome was a financial loss to the organisation of a quarter of a million pounds and loss of prestige in the market.

Example: A television company, faced with strong competition and reducing advertising adopted various approaches to programme making that would increase income; but at a lowering of acceptable standards. In this instant senior management split off their own unbearable feelings of failure and projected them into production staff. Production staff, which now owned the problem and associated pressures of 'saving the organisation', 'bent the rules' to achieve their aims. Senior managers having split off their concerns now unconsciously rationalised the activities of production staff. In the long run these activities were exposed resulting in a serious lack of trust in their customer base and damage to their brand.

Example: At an organisational level, it is not unusual for the majority of members of the organisation to split off their aggressive and perhaps immoral feelings and to project them into an individual or individuals who act upon these projections. For example, the manager of an organisation who wishes to increase sales may develop the notion of misleading potential purchasers. When discussed with colleagues, this is regarded as an unacceptable practice and feelings of guilt are aroused in even contemplating such action. But the management group do not act in a mature manner by dealing with the reality of the problem. At an unconscious level these unbearable thoughts and feelings are split off and by the process of projective identification are located in the sales force which is pressured into taking these feelings in and behaving in a highly unethical manner. Thus we may have a sales force that carry out the unethical activities for the whole organisation and quite happily go out on the street 'conning' people into signing contracts under the guise of interest documents. This is a collusive process that enables others in the organisation to maintain their respectability and to function without guilt.

• These examples are not unusual and faced with such feelings of vulnerability such dynamics will very likely arise even in organisations with talented and capable managers and leaders. By employing OPUS Consultants to work with you in a reflective manner, all of these highly damaging, perhaps destructive, outcomes can be avoided.
  

Understanding Societies and their Influence on Organisations

To a greater or lesser degree all organisations need to know whatís going on in the world at any given time. Organisations in both the public and private sector will benefit from knowing and understanding the affect that current dynamics in society are having on their personnel that will in turn impact on their everyday roles including work roles.

The diversity of personnel in all organisations requires that an understanding of both global and national dynamics in most parts of the world is necessary in providing effective leadership and management. There is a need to understand global dynamics that develop as a response to globalisation. It is not just about a change in technology, but the fact that the new technology brings into being a new way of living, leading to the development of a new way of life and a new culture. New technology presents considerable opportunities but also presents as many threats as traditional ways of doing things are changed over night. However, these developments are shadowed by the changes in the way of life which is experienced as threats to peoples individual and group identities.

Our unique methodology will enable client organisations to develop an understanding of the above which will provide added value in terms of more effective leadership and management in both the public and private sectors; it will provide vital and valuable marketing information and brand support for those in the private sector.

Extract from 2004 OPUS Global Report: “The reported experience regarding the nature of social change is such that one can only conclude that it is in the nature of a 'revolution'. The depth and quality of change that causes members of society to refer to feelings of de-Christianisation, de-humanisation and a loss of known values, ‘an unravelling of the social threads that have held us together’, can only be regarded as ‘death of a way of life’. Under pressure from this rapid social change, undoubtedly influenced by global technological advances and a resulting information explosion, individuals have felt increasingly exposed, confused and dislocated. The resulting complexity of change is much too difficult to bear and members of society adopt a defence against the anxiety by way of denial and a form of flight into phantasies of a lost idealised past that almost certainly never existed”. This is typically evidenced by the West End theatre world where many theatres are showing 60ís and 70's musicals.

Extract from 2005 OPUS Global Report: “Because of the intense anxiety arising out of the ‘loss of a way of life’ and attempts to make sense of and adapt to a ‘new way of life’, the impact leaves individuals throughout the world feeling confused, guilty, vulnerable and despairing. As society becomes more difficult to understand throughout the world, so we find our ability to think about the meaning of social processes is diminished. There is a sense of not knowing where we fit in to this new and ever-shifting reality. As a result we seek to defend ourselves from the anxieties associated with this uncertainty by retreating into the local — neighbourhood, friends and family — where we hope we can make sense of reality and act effectively. Insofar as this is a flight mechanism it will not be successful, and will inhibit the need to develop new ways of reflecting, new ways of being creative and active in the world”. As employers it may be important that we provide a strong sense of continuity in the work place that will provide containment for employees and a committed workforce. This will also apply to marketing and branding.

Extract from 2006 OPUS Global Report: “The impact of Globalization results in members of societies experiencing a lack of control over their environment and a feeling of deprivation at a psychological level. A result is that members of societies utilize multiple means of communication as a defense against isolation and lack of attachment. Such however, is the nature of this communication that it only leads to a sort of virtual world where members of society share the illusion that anything is possible, denying the reality that true relationships are not achieved. Members of society are still left feeling isolated, impotent, and dehumanized and remain psychologically deprived”. In organisations, real attachments and personal contact by managers and leaders is essential to ensure continuing commitment of staff. In terms of marketing and branding there is a need to not collude with the current dynamic but to provide real communications by real people.

The service we provide is a unique approach to exploring and analysing societal dynamics throughout the world and we are probably a world leader in providing a social psychological understanding of the way that societies work. Client organisations that take advantage of this unique service that not only explains what is happening in the world but an analysis as to why, will ensure a more committed workforce and have a competitive advantage.

Services to Client Organisations