Preface: In the last article we discussed on the essence and importance of ‘physical existence’ of an employee. The condition of the physical health would form the basis of the extent of vitality or life, that an employee would infuse in an organization..
And isn’t infusing life into the organization and its employees one of the corner stones of HR’s role?
Delightful is the profession, called HR,
Contributing joy n’ happiness by the hour.
It is gentle and soft as the moon beams
Bringing people of sorts, into lively teams!
How vital is vitality in an organization?
Vitality is the life force, the life line of an organization. It is an indispensable instrument that we cannot do without. As said in the story earlier, a person without vitality is like an earthworm without a backbone.
Studied closely, vitality is a spectrum having different shades. Vitality could lead to exaltation and make a person reach the seventh heaven, at the same time, it could fling down the same person into a lethal pit.
There are times, when in our enthusiasm, we have felt like ripping the world apart. Our zeal in life, made us feel like climbing the Everest. Riding on our dream filled ambitions, we have even tried to pining down a cloud and doing the impossible. This is the extent vitality can take us; make us walk on water.
At the other end of the spectrum, we have also screamed of our heads when we were blamed. We have cursed in frustration and have been shaken out of wits, in our failures. We have killed the mocking bird and bullied the weak, in contempt. We have also held ‘her’ hand a bit longer than necessary and at other times been repulsed because ‘they’ were not ‘my’ type?
Yes, vitality can make our brain cells discover the doors of heaven and its lustful desires can bring down hell.
“Welcome to the many faces of vitality!!!”
And imagine just a while back we agreed that organizations cannot do without vitality.
“Vitality thou art paradoxical!”
The whole challenge is in using vitality as an instrument, to positively convert the energies to the profit of the business and well being of people; at the same time be wary of the pitfalls, so that employees and the organization do not sink in the quick sand like nature of our vital.
Having understood the challenge the next question is how on earth, do we go about bringing enthusiasm, zeal and zest in the people in organization? Apparently, the man on the street goes to work because he has to, not because of any happiness.
But ask the HR and they with their wisdom and deep understanding of the human psyche, would tell you that if you scratch the common man, it is likely that you would find deep within, a sense of aspiration. An aspiration, seeking a perfect world where there is enough for everybody and where there is pure happiness, joy and love.
So, let us start from the very beginning, the controlling the grey shades of vital.
At the lower level, vitality is in the form of small desires, such as for food, sex, getting even, love of praise, anger when blamed. More often than not these feelings do not act to reason. They are out of impulses or sheer habits. Vanity, arrogance, disrespect to rules or authority, lame excuses, rationalizing lies are some of the symptoms.
HR thus sets rules and guidelines with regards to discipline, etiquette, sexual harassment, grievance, disputes and others which would define a certain code of conduct. These would not increase the enthusiasm in the organization, nor could anyone term this as ‘culture building’. These are necessary measures which would prevent the negative vitality rear its face.
HR, the conscious keepers, would raise the red flag against any suppression to the work force or any act which would lead to mechanization of life. An atmosphere would be nurtured where employees are protected from belittling influences. It is sad to say, that even now in the twenty first century, it is to be reiterated that every employee is as important as the other, irrespective of color, creed, race, nationality or social status.
The next shade of vitality in its spectrum would be love, adulation, fame ambition, pride, passions. The will to do!
At this juncture we could keep in mind the employer’s perspective, which would be to bond employees emotionally, instill a high level of commitment and involvement so that they perform better. The idea obviously would be to increase the share holders’ return, reduce attrition and increase sales.
As harbingers of vitality, HR would bring in practices that result into the following:
Ø Encourage team bonding
Ø Encourage growth
Ø Recognize talent
Ø Create Joyous and fun loving environment
These acts cannot be looked in isolation. The essence is to fan the fire of vitality so that it ushers in good business and raise the level humaneness in the organization. Keeping a fine balance in the aspirations of individual employees and the organization is the key.
As an example, the aspirations at different levels are illustrated below:
1) Encourage Team Bonding:
i) Employer goal: where each one is not merely for her/ himself but for a common (biz) goal
ii) Employee aspiration: Where each develops an awareness of discord in relationship within their world and then gradually discovers the principle of harmony in work place
2) Recognize Talent:
i) Employer goal: Where employees are rewarded and recognized for their talent based on business needs
ii) Employee aspiration: Where every employee understands that by sharing knowledge one would grow in knowledge and move away from ignorance
3) Encourage Growth:
i) Employer goal: Where targets are set based on business needs and employees’ capabilities are further enhanced accordingly where each one is not merely for her/ himself but for a common (biz) goal
ii) Employee aspiration: Where each one realizes their own life's goal through the work they do and is encouraged to grow and fulfill in that direction
4) Create joyous and Fun Loving Environment:
i) Employer goal: Where employees are de-stressed without digressing from company’s goal
ii) Employee aspiration: Where each one is engrossed in the music of love and mutual respect, thereby experiencing joy at work place
Therefore while designing Organization Structures, formulating schemes on Rewards and Recognition, Setting Performance Targets, Computing Compensation / Incentives packages including ESOPS or conducting employee engagement practices, the above thoughts may be kept in mind. Not that these activities are new to HR, but when the objective is to infuse a sense of liveliness in the system along with profits, the process of doing things would change drastically.
It would well to also understand that along with heights of ecstasy also comes agony. Vitality could also lead to feelings of fear of or on failure. Emotions on resentment of rules or practices that are perceived to be unfair could surface. Despondency on not being recognized or the sinking feeling of an oncoming pink slip would also have to be acknowledged. That is the way of life and cannot be wished away. But just because there is night we cannot wish away sunshine.
At this juncture programs on Mentorship and Leadership building is of paramount importance. It would be pertinent to build people related skills in assessment centers. Awareness on Emotional and Social Quotient would have to be understood. HR along with wearing the cap of a counselor themselves could also subtly bring in external counselors.
Here comes the beauty of the role of HR. How does HR bring together different policies and practices with tact and caution to bring fragments of humanity on a common platform and raise the efficiency of their organization in harmony to the highest level?
How does HR usher in an environment where people love to love their own work, where each one is not merely for herself / himself or that of the organization but even for the greater cause; that of humanity?
It is when we, the people, understand that by sharing knowledge and information with the others in the organization, we increase our own knowledge. It is only by respecting the will of the other that we can align our will to that of the organization. It is only by enlarging our compassion for others can we expect others to be compassionate to us. It is only when we understand the enthusiasm in others that we can fulfill our own enthusiasm.
When and only when HR brings about this belief of love and mutual respect in employees, can the work force rise above differences in their emotions, desires, will and ambition to take their organizations, in its full vitality, on to heights of glory in perfect harmony. 
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“In men I met strange portions of a Self
That sought for fragments and in fragments lived:
Each lived in himself and for himself alone
And with the rest joined only fleeting ties;
Each passioned over his surface joy and grief,
Nor saw the Eternal in his secret house.” ... Sri Aurobindo, Savitri
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ps: The next article would be on "Essence of Fun Activities or shall we say Co- Business activities"
