Some people, when they first feel that they are being treated unfairly, they get angry and start protesting loudly against the boss. It may be dangerous. Coaching has a lot to do with his authority in the workplace, and when you begin to challenge these powers, you become a threat. In most companies, from the moment you challenge credibility, you become an embarrassing element in the eyes of management.
Office work perspectives. If you have ever made a commotion before while working, you may be shocked, offended, or outraged to see how quickly management is turning against you. This is a good reason to be careful when you start talking to others. Talk with classmates and ask them what they think about what is happening at work. What do they think of the problems that concern them? Listen to what others are saying. Gather your views and opinions.
Most people think that a union activist is an agitator (and there are times when a union activist should be like that), but a good union activist is, first and foremost, the one who asks the right questions and listens well to others. If you listen well, you can express not only your opinion and opinion, but also the opinion of your colleagues. Almost inevitably, there will be some people who will be more concerned about the problems we face than others. And a small part of these people will want to do something.
These few people now make up the initial core of your organization. You can invite the two most interested to drink coffee or eat, introduce them and ask the question: “What do you think about this?”. If they are really ready to do something, and not just complain, then you are almost ready to start self-organization. Make a plan for your workplace. Knowledge is power. Or is this at least the beginning of power. You will need to know everything that you can from your workplace and from your employer.
It will be a long-term continuing education. Better to start with his service. Management has long understood the value of identifying informal working groups, their natural intermediaries, and their weaknesses. In fact, one of the main methods of teaching leadership is the development of strategies aimed at changing the psychology of the workplace. For example, the multinational Joint Parcel Delivery Service has developed very sophisticated methods of psychological manipulation.
A manual for managers, “Monitoring Spheres or Groups of Influence,” shows how to map a workplace to identify informal work groups, highlighting natural animators or agitators in these groups. Exploit their weaknesses and, ultimately, break up these groups if they cannot be used in the interests of coaching. Although most companies have not developed labor management methods in the same sophisticated way that the “big brother” did, most of them use the same methods.
Were the workers who dared to say what they thought, the agitators or trade unionists were reassigned, got the position of boss or were disciplined? Are work crews regularly breaking and rearranging? Has the workplace been set up to make communication between employees more difficult? Do you have to go to work? Who should? Who should not? Does management attack some workers publicly? Or punish them? How does this affect colleagues? Do you think you’re still under surveillance? Make a point.
All this can be used to violate unity and communication between employees of your company. However, this does not make our employers invincible or our efforts are useless (despite all the training received by their leaders, workers won a mass strike in August).
Say that you have an important communication message, but you do not have the time or the means to contact each of your colleagues. If you can get in touch with informal facilitators of informal working groups and put them on your side, you can bet that the word is passed on to everyone. Once the coordinators have been identified and agreed to cooperate, you can create a network that can have a significant impact and power.
Take a break in the office: things to do. Informal groups have the advantage of creating some loyalty among their members. You can use this loyalty to develop common strategies for your requirements and take advantage of the natural tendency of individuals to protect those close to them.
In addition to working with group leaders, it is also important to train individual employees. It is more than likely that their apathy, isolation, or anti-union views stem from their personal feelings of helplessness and fear. If collective action is successful, and some security is created through group action, fear and helplessness can be reduced. If there is someone at your workplace who is seriously threatening the device, do not be afraid to use the pressure of the target group to silence this person.