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• W41786102 abstract "Corporate America's love affair with program du jour has spawned an outbreak of language abuse of the most heinous nature. Management behaviors could be likened to that of an adult who tempts a child with a treat, then never allows the child the pleasure of actually having the treat. I'm talking about increased sensitivity to corporate lingo and resultant behaviors. Recent observations of post-merger, post-quality, post-re-engineering, and post-profitability corporate culture changes have reinforced my understanding of how language drives behaviors and behaviors affect language. Organizations adopt or create a lexicon which reflects the formal culture and leadership philosophy. The words and phrases which make up this corporate language usually connote meaning on two levels. At management's level, language is meant as a descriptor of how customers, executive boards, and shareholders should perceive the organization. At the worker level, language takes a new twist. Employees compare the realities of management behaviors with the language spoken. All too often, there is a huge gap between the words and phrases spoken and the way workers perceive the real meaning of the language. Because behaviors differ from the originally expressed definitions of corporate lingo, there often are gaps between what was intended and what is real. The results...corporate confusion. Consistent language application with correspondent behaviors create a cynical redefinition of words and phrases that pervade daily work routines and cause a great deal of cognitive dissonance for employees trying to manage in an increasingly hostile environment. This redefinition of workplace lingo will take years to overcome and will influence the evolution of corporate growth for generations to come. For example: Corporate Term Redefinition Quality Process the most successful of all innocuous, corporate-wide programs requiring huge budgets, new departments and endless hours of training classes and meetings Process that which requires countless hours of data gathering and analyses to create process flow charts which are filed as evidence that work is being accom- plished; unrelated to results or outcomes of any kind Quality Action Team a committee (QAT) Quality Improvement another committee Team (QIT) Quality Improvement reason to have QIT's and QAT's Process (QIP) Systems Approach label used to intimidate workers into ac- cepting the rationale (or lack of rationale) for management decisions Business Decision decision made that know workers will not like Downsizing a business decision Rightsizing systematic closing of business units or deletion of jobs by warning workers ahead of time so they might quit before they are fired (rightsized; downsized) Rightsized Employee worker who has been warned to look for work and is seeking an intracompany transfer; this worker has priority in the selection process regardless of qualifica- tions Re-engineering proper name for the business decision to change department names, move people into newly created job functions and re- duce operating budgets Re-organization firing workers who did not change job functions and/or lost their budgets dur- ing re-engineering Re-structuring rearranging workers who were not fired during the reorganization and redistrib- uting reduced budgets again Re-deployment shifting workers to jobs vacated by work- ers who got tired of being re-engineered, re-organized, and re-structured Strategic Plan a secret document drafted by a select, elite QAT or QIT which calls for re- engineering Strategic Planning period of 60 days to 2 years in which the select committee creates a document out- lining the future of the organization; usually consists of 50-1000 pages with colored charts and graphs; highly touted to be a market breakthrough Market Breakthrough classified; available on a need to know basis only Outsourcing hiring of consultants and suppliers to run the business while employees plan, re-engineer, re-organize, restructure and re-deploy Cost Containment slashing budgets to meet profit commit- ments; usually aided by an organization- al development consultant and led by the accounting department to justify their jobs Resource Planning detailing how more work will be accom- plished by fewer employees with no budgets; process to figure out who else can be fired to reduce expenses Job Elimination legally safe reason to fire workers Developmental job opening filled by a worker who is not Position required to compete for the open posi- tion; formerly labeled promotion Appointment also formerly labeled a promotion, but no longer due to an effort to protect the esteem of workers who are demoted Decision Making at will make the decision unless the Lowest Level decide it isn't important, then you can make the decision Empowerment word used to describe why management is unhappy that workers did not do something, i. …" @default.
• W41786102 created "2016-06-24" @default.
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• W41786102 date "1995-06-22" @default.
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• W41786102 title "Corporate Lingo: A New Meaning" @default.
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