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I Quit!

Historically speaking, the common enemy has always given people a reason to come together. Its why singletons avoid a flat-share with couples, because the singleton will always be the common enemy, it may even be the only thing holding a couple together at times; the opportunity to whinge in unison about someone rather than each other.

The Australian Open had Medvedev to boo at, every reality show has one villain, be it true or clever editing, they will find one. Every Survivor show forms alliances and targets one person to eliminate, because it's easier to be part of the gang. These programs are just social experiments to expose the ugly side of human nature. If governments didn't create a villain or a common enemy, there would be no army to fight those wars. It has always been the common reason for some type of unity; be it religion, land or culture that people fight so strongly for, a common goal has always united the masses. Unfortunately, unity exists in so many other environments. I have witnessed how the Ego develops and matures into a separate entity, requiring sustenance to grow and sustain itself. This often comes in the form of self promotion with a lack of integrity towards others. First, there is a rhetorical question, lead by a condescending tone and eventually group meetings that focus on the incompetency of others in order to highlight their own fabulousness. We have all been witness to such forms of "unity" where others join in or risk becoming the target, only to increase the quiet onlookers discomfort.

If the onlooker is a colleague, why doesn't the boss also notice such behaviors? Well, the Ego that is now well established in the work place, is also use to strategically insulting others with a team of climbers crawling along side them to the top. They know how to be ever so sweet at the right time to the right people. It is not until the Boss recognises a high turnover of staff, which now costs the company money to recruit and retrain newcomers, that they seriously question the "culture" of the workplace. By this stage, the underhanded culture is now well established, to change it means some of the junior and senior Egos will, well, have to be deflated. This does take time and training. Once an Ego has enjoyed the fruits of their success and recognised their underhanded behaviour works in their favour, why would they change? And that is not a condescending rhetorical question.

With the introduction of Unions and Human Resources to companies, we felt there was a system in place to protect minorities from the Ego. Unfortunately, it was a false sense of security. These systems are still managed by human beings and will still involve a boss that is also a human being. Meaning, rather than look at the Ego's behaviour and tone towards others, the question becomes "what did that person do to generate that attitude from the Ego?" The focus is not on the Ego, but all eyes are on the person who is on the receiving end of the the Ego's fury and now the boss's inquiry. What a great process and solution. Well done Boss. That doesn't sound more stressful or demanding to the person at all.

Resolution: to quit. The only difference now, is the person has learned it is easier to quit at the start than to endure 6 months of inquiries and questions and resolution meetings set up by the ever so helpful HR team.

After listening to the stories of why so many talented individuals left their employment to

pursue their own start up or become freelance writers and digital designers, the common thread in each story started with one Ego, and from there it grew, leaving senior editors and designers with no other option but to resign, for the sake of their sanity.

So what happened to some of these creative industries after the talent left? Well nothing, initially. After approximately 12 months and the resignation of numerous people, the companies started to suffer and only then, when clients were being lost and money stopped being made, did the Boss inquire into the the behaviours of the Ego.

There is always a reaction rather than action, which often comes far too late for those affected.


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