Of Paper and Pencil

I have been once again very silent lately. My blog Why Do I Want To Be Rich?
had been the prevalent headline for several weeks. Perhaps my desire to improve
financially busied me into doing several projects, programs, deals and lifes decisions
radical enough over my love for imprinting life-frames in a blog. But it is hurting me to
allow July to pass through without writing a blog or two for my blogsite deciding
finally to write about two things often considered mundane: paper and pencil.
But my idea about paper and pencil begins to pop up when I ask a simple
question: To whom should we be loyal for? Is it to our company we work for day in and
day out? The company gives us salaries and benefits that in turn provide us our basic
needs and others to survive. I would always keep in mind my personal view about
salaries: a company would give you a 10k salary because it can earn more than 10
thousand pesos by your effort and job responsibilities. And that the company has no
passion, no emotions to feel care and love to its workers. Even in its seemingly good
doings, it is done so for their own good. When they give something, it is they the giver
who are the most happy. That is why I never wonder when every big corporation always
has a foundation. Or that tv program who would grant material wishes to someone in
exchange that their seeming goodwill would attract advertisers. Such a goodwill that
borders with hypocrisy, when genuine affection is actually absent without their use to
gain an advantage.
When my partner once did not receive a company bonus because what seems to
be a technical maneuver on the part of the company, I told her to accept it willingly. For
I know that when the company management decides so, to question their decision is out
of questionit wont do anything at all. And you wont get any bonuses.
When you want to kick out an employee you no longer want in your company,
you cant just kick him anytime, like throwing paper and pencil to the wastebasket.
There are laws that obstruct you from doing it. However there are no laws that govern
the mind. For the realm of the mind is hard to conceptualize. When the company wants
to kick you out, it will instead create moves that would crumple you like a piece of paper
ready for the garbage can. It will wittingly control you by doing programs, memos, not
giving of awards and many others that are psychoanalytically brilliant and strategic,
created to kick the employee out of the companyconceptualized for the realms of the
mind.
Suppose that, by virtue of a corporate politics, the ruling party in the upper
management want a dictatorial rule over the corporation or company. The allies will
kick out of their way one by one the minority bloc. The minoritys defense now which
holds but little power is getting weaker by every person that is kicked out of their jobs.
Let me illustrate something. When a worker, perhaps a supervisor, who belong to the
minority bloc and considered by the dictatorial majority a hindrance to their company
agenda, the majority wont just kick her out of the way by terminating her. This might be
so risky and costly considering the litigation that might be involved after. This is not

cost-effective way. Instead, to save on cost, the majority shall dispose this employee by
making her resign in her own will. How? Create moves, designed to embed stealthily a
small amount of psychological stress to the employee. This small amount for every move
will then accumulate into psychological torture of the employee, bewildering her yet not
knowing whom to blame that she could not hold any longer. She would willingly resign
from her post. And a big hurray to the management.
An instructional example of kicking Employee X out of the company in a
psychoanalytic way would be the following steps:
1.

Give the rest of the team a productivity awards, but not Employee X.
You reason that the employee has not been found productive. (Whatever
these reasons are, it does not matter. You create them; you find them
from tardiness, absences, failure to meet deadlines to unfriendliness,
insubordination and disobedience or discourteousness. My boss once told
me: If its loopholes you want, its loopholes youll get.)

2.

Make a lateral transfer for this employee to another department by

reasoning that upon your assessment you find her abilities best fit for this
position. Make sure that she wont fit in her new department. If no
departments unfit for her, make a new position for her and design her job
responsibilities unfit for her personality.

3.

If still Employee X does not give in, in the previous steps, kick her out by
reasoning, shes not doing anything and shes not effective. Note that for
each of these moves, watch out for the basic mistakes like tardiness and
absences and all those mentioned in step 1 to add up on her so-called
company violations.
Voila!
~*~*~*~*~*~*~*~*~*~*~

It now appears that the rest of this blog is introductory that would eventually
bring us back to this question: To whom should we be loyal for? Alvin Toffler in his
renowned book The Future Shock, on his observations on the current trend and mass
lay off of companies brought about as new fast-changing work responsibilities emerge
and technology progress, seemed to suggest that todays employees should direct their
loyalty to their profession and skills rather than to the company theyre working for.
Perhaps Mr. Toffler also realized that todays employees are merely expendable
assetsno different than paper and pencilto be used only at a certain time and be
disposed of when not useful. And perhaps too I should begin agreeing on my partner to
look out for another home thatd treat their people a little more than paper and pencil.

(More like this on: http://ernelcondeza.blogspot.com/ )