How does an Organization/Business function?
The organization is a system. People who own and work there, have a
Sense of belonging, just like children feel a sense of belonging with their parents and family. There are a set of verbal and non-verbal disciplines that exists in every system. If they’re violated, consciously or unconsciously, organizations get influenced in many ways and different problems arise.
Well, if they’re not sorted out with conscious cognitive efforts; Organizational constellations help reveal the hidden problems and resolve them efficiently…
Every person related to a business, organization or an institution carry a sense of loyalty for that particular organisation where they work. When employees do anything against the organisation, they may carry some unconscious guilt and their life may get impacted some or the other way.
It’s important to note that the business also remains loyal to the founder. If the organisation is taken away from the founder or some shareholders manipulate somehow, your business will suffer. The business might face losses and there can be problems in the organisation.
We can base this principle with an example!
When Air India (then Tata Airlines) was founded by Bharat Ratna J.R.D Tata in 1932 and after nationalization in 1953, it was taken away by government. The company faced issues. As soon as Tatas took over again, in the first month itself one could see the positive changes. We are sure, it will flourish more because it has come back to the founder family.
Business or an organization stays aligned with the vision of a founder.
It will grow and prosper if all other employees follow the vision of a founder member with which objective it’s been set up. There are emotions, and values of a founder invested in Vision. It’s a potent energy and can manifest success.
Having ignored it, and going in another direction may impact outcome and sales figures.
Every system and organization has to respect and follow the order or hierarchy.
Failure to do results in interpersonal conflicts within the organization.
In an organisation, Investor or a founder comes first in order and then president, vice President/ Chairman, vice chairman, senior managers, junior managers…
If there is a partnership of equal shares, he/she also has equal importance.
When subordinates don’t follow the hierarchy in operations or in administration; there are bound to be unhealthy environment within people.
For example, all procedures have to go through channels (decision-making, grievances, etc.) from lower-level management to top-level management. If it’s not followed, the productivity and efficiency of employees can be reduced because of interpersonal issues.
Employees who join first w.r.t time zone come first in order and need to be given due acknowledgement, mentally for their ‘order ‘ Any employee that joins the organisation comes later in ‘order’ irrespective of their ranks.
Everyone in the organization has to be respected for who they are, w.r.t their position, appointment.
๐ก๐ผ ๐๐ผ๐ฟ๐ธ ๐ถ๐ ๐๐บ๐ฎ๐น๐น ๐ผ๐ฟ ๐ฏ๐ถ๐ด ๐ฏ๐๐ ๐ต๐ฎ๐ ๐ถ๐’๐ ๐ผ๐๐ป ๐ถ๐บ๐ฝ๐ผ๐ฟ๐๐ฎ๐ป๐ฐ๐ฒ. ๐๐๐ฒ๐ป ๐ฎ ๐๐๐ฒ๐ฒ๐ฝ๐ฒ๐ฟ ๐ต๐ฎ๐ ๐ถ๐’๐ ๐ผ๐๐ป ๐๐ถ๐ด๐ป๐ถ๐ณ๐ถ๐ฐ๐ฎ๐ป๐ ๐ฟ๐ผ๐น๐ฒ ๐ถ๐ป ๐ฎ๐ป ๐ผ๐ฟ๐ด๐ฎ๐ป๐ถ๐๐ฎ๐๐ถ๐ผ๐ป.
So, treating people with disrespect or treating them as lesser or more can have an impact amongst interpersonal relations and team building.
๐ช๐ฒ ๐ฎ๐น๐น ๐ฎ๐ฟ๐ฒ ๐ป๐ฒ๐ถ๐๐ต๐ฒ๐ฟ ๐๐๐ฝ๐ฒ๐ฟ๐ถ๐ผ๐ฟ ๐ผ๐ฟ ๐ถ๐ป๐ณ๐ฒ๐ฟ๐ถ๐ผ๐ฟ ๐ฏ๐๐ ๐ฒ๐พ๐๐ฎ๐น ๐ฎ๐ ๐ต๐๐บ๐ฎ๐ป๐ ๐ฎ๐ป๐ฑ ๐ฑ๐ถ๐ณ๐ณ๐ฒ๐ฟ๐ฒ๐ป๐ w.r.t our personality, roles, work profile, individuality, socio-economic status etc.
All systems, organizations, institutions, and businesses sustain on a balance of give and take. Everyone needs to be reciprocated w.r.t their contribution, knowledge, skills, and talent.
Otherwise, people ๐ณ๐ฒ๐ฒ๐น ๐ฒ๐
๐ฝ๐น๐ผ๐ถ๐๐ฒ๐ฑ ๐ฎ๐ป๐ฑ ๐๐ต๐ฒ๐ฟ๐ฒ ๐ฐ๐ฎ๐ป ๐ฏ๐ฒ ๐ฑ๐ถ๐๐ต๐ฎ๐ฟ๐บ๐ผ๐ป๐ in the environment. ๐๐ผ๐๐๐ถ๐ฝ๐ถ๐ป๐ด, ๐ฏ๐ฎ๐ฐ๐ธ๐ฏ๐ถ๐๐ถ๐ป๐ด, ๐ณ๐ฟ๐๐๐๐ฟ๐ฎ๐๐ถ๐ผ๐ป, ๐๐ป๐ต๐ฎ๐ฝ๐ฝ๐ถ๐ป๐ฒ๐๐ can bring down productivity.
People can feel ๐๐๐ณ๐ณ๐ผ๐ฐ๐ฎ๐๐ฒ๐ฑ in such an environment.
It’s also vice a versa.
If employees don’t give a due contribution to what they’re supposed to contribute in proportion to salaries and other perks they receive; management can be disappointed and he has to bear its consequences.
In alignment with give and take; Business partners and shareholders need to get their due share or profit.
The operations between various departments need to be functioning with good functionality of ‘give and take balance‘ in appropriate way. Or else there can be blame game. It’s bound to result in conflicts.
Land or a place has ๐ฒ๐ป๐ฒ๐ฟ๐ด๐ ๐ผ๐ฟ ๐ฐ๐ผ๐ป๐๐ฐ๐ถ๐ฒ๐ป๐ฐ๐ฒ. If there is no other reason found for organisational problems; Vastu has to be looked into.
If ๐๐ป๐ต๐ฒ๐ฎ๐น๐๐ต๐ ๐ผ๐ฟ ๐ฑ๐ฎ๐ฟ๐ธ ๐ฝ๐ฟ๐ฎ๐ฐ๐๐ถ๐ฐ๐ฒ๐ are carried out in the past in that l๐ฎ๐ป๐ฑ, ๐ฎ๐น๐๐ผ ๐๐ถ๐ผ๐น๐ฒ๐ป๐ฐ๐ฒ, ๐ธ๐ถ๐น๐น๐ถ๐ป๐ด๐, ๐๐๐ถ๐ฐ๐ถ๐ฑ๐ฒ๐, ๐ฐ๐ฟ๐ฒ๐บ๐ฎ๐๐ถ๐ผ๐ป ๐ผ๐ฟ ๐ฏ๐๐ฟ๐ถ๐ฎ๐น ๐ด๐ฟ๐ผ๐๐ป๐ฑ existing there before the land was cleared for building, has tremendous unconscious negative impact on the organisation and people working or living there.
It’s important to find out the history of that land, building or a flat.
Every purchase deed between buyer and seller is done whether in a fair way or not has impact on present organisation operating out of that place.
Organizational constellations reveal such reasons and can be resolved very effectively, resulting into smooth and efficient functioning.
Successful and prospering Businessmen and entrepreneurs can have ๐ท๐ฒ๐ฎ๐น๐ผ๐๐ ๐ฟ๐ถ๐๐ฎ๐น๐, ๐ฒ๐ป๐ฒ๐บ๐ถ๐ฒ๐ ๐ฎ๐ป๐ฑ ๐ฐ๐ผ๐บ๐ฝ๐ฒ๐๐ถ๐๐ผ๐ฟ๐. Such people can impact business with their dark intentions in a ๐ป๐ฒ๐ด๐ฎ๐๐ถ๐๐ฒ ๐๐ฎ๐, ๐ฐ๐ฟ๐ฒ๐ฎ๐๐ถ๐ป๐ด ๐บ๐ฎ๐ป๐ ๐บ๐ฎ๐ป๐ ๐๐ป๐ณ๐ผ๐ฟ๐ฒ๐๐ฒ๐ฒ๐ป ๐ฝ๐ฟ๐ผ๐ฏ๐น๐ฒ๐บ๐.
Well, all people have their own shadow selves too. That can also influence organisations in a negative way
Constellations help reveal such elements and can be removed through the session.
At Harmoniee, we work for organisational understanding, resolving various issues, whether at management level or employeesโ level.
Contact us to arrange a Business or Organizational Constellation Session
ยฉ Harmoniee by Dr. Sharmila Dhobale
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