I tried thinking of examples of
professions in this day and age where one can safely and practically say that
one is competing only with the self, but I honestly can’t think of any
mainstream vocation where one could make this claim without sounding clichéd
and impractical.
Despite the overwhelming
explosion of information about every profession, the irony is that quite a few
of us continue to live in the bubble that cut-throat competition is the sole
propriety of only the professions we practice. But that’s just the grass seeming
greener on the other side.
Competition is here to stay in
most fields until we evolve a more sophisticated and collective model of
growth. Until that Utopian evolution happens, all we can do is to insist on
rigorous adherence to certain first principles to ensure that trust, mutual
respect and civility continue to be valued and observed in inter-personal
dealings at the workplace.
Among those first principles, the
one which needs to be ruthlessly insisted upon and enforced, considering that
it is most susceptible to the pulls and tugs of competition, is “attribution”. Philosophical
justifications aside, “attribution” is practically critical for team work and effective
leadership.
Instead of highlighting the
positives of attribution, it would probably help more to know the downsides in
failing to give someone her or his due. When a team leader or a colleague fails
to attribute someone for his contribution, it slowly leads to resentment, and
gives the impression that the leader or the colleague is insecure about sharing
credit with his team members.
Resentment in turn leads to progressive
levels of dissent because trust in and respect for the leader or the colleague have
suffered erosion. After a point, the leader is bound to encounter frequent
insubordination, and if he is perceptive enough, is bound to sense a discernible
lack of interest in his team members to contribute to the growth of the
workplace.
The probable reason why failure
to attribute has flammable consequences is that it provides ample fodder to a
person’s sense of being a victim, and self-pity is known to be a self-feeding
animal. The problem with self-pity is that a person in the grip of this mindset
is rarely alive to his or her faults, for he has firmly entrenched himself in
an impregnable cocoon of righteous indignation. Needless to say, all this certainly
cannot lead to a conducive and productive atmosphere at the workplace.
Attribution facilitates
greater co-operation between team members and the leadership even in relatively selfless professions. Someone I know is in
the Indian armed forces, and has probably one of the finest service records,
which is strewn with acts of bravery. He told me that more than
patriotism, it is a fierce sense of loyalty to one’s Commanding Officer which
is largely responsible for several acts of unquestioned obedience and bravery during battle. I was told
that it is not just the Commanding Officer’s abilities which inspire loyalty,
but also the belief that individual acts of bravery of soldiers
would not go unnoticed by the CO. This is important because it is the CO who
recommends his soldiers for awards of bravery.
This example is not meant to
undermine the importance of patriotism, but incentive does play a key role even
in the Armed Forces where most of us would typically expect a soldier to be an
epitome of selflessness.
Since attribution and incentive
are so deeply connected, the former is indispensable to ensure fairness in
distribution of incentives. What is pertinent is that the need for rigorous
attribution applies all the more if the workplace is in the business of
innovation. Enterprises which are in the business of innovation would do
particularly well to have specific and sensitive mechanisms in place to
recognize individual contributions. Such recognition, contrary to what one
might expect, does not undermine the positives of team work. Instead, it forces
people to be careful enough to not accept undue credit, which goes a long way
in nurturing mutual respect for each others’ talents.
The bottom line is, attribution, which is at the
heart of IP jurisprudence, is the hallmark of integrity, and workplaces which
fail to recognize this are bound to implode.