DEALING WITH LIFE’S CHALLENGES

INTERCOURSE WITH THE JOURNO

“You see; life will never be fair. You know exactly what I went through. You know how people I thought could help me when I was in problems turned their backs against me. I was left alone but this is not because I was a bad person. It is what is. Life is just unfair and you have to let go of the hate in you if you are to succeed. Holding grudges will not only weigh you down, but will also blur your vision.

“You are one of the people I count on. Forget about women’s issues and concentrate on what you are good at. Things will never be the way you want them to be. Bad things also happen to very good people and that is how life is,” my former boss told me after I confided in him on how certain things were going wrong in the company and how I felt targeted by a certain cartel within.

The truth of the matter is that whatever my former boss said was true. The age-old question of why bad things happen to good people has puzzled humanity for centuries. Despite their virtuous actions and noble intentions, individuals often find themselves facing adversity and hardships that seem undeserved.

This paradox raises important existential questions about the nature of morality, justice, and the unpredictability of life itself. The Stoic philosophers, such as Epictetus and Marcus Aurelius, emphasized the importance of accepting the unpredictability of life and maintaining inner resilience in the face of adversity.

Epictetus famously said, “It’s not what happens to you, but how you react to it that matters.” This Stoic perspective suggests that bad things can happen to good people as part of the natural order of the universe, and that one’s response to such challenges is what ultimately defines their character and this is why I agreed with the point raised by my former boss because it was valid.

The only problem I had was the purposeful or inadvertent misapplication of this good school of thought to the reason I bugged into his office on that blessed morning to try and make him understand that he was not seeing things the way they were in the company because he had created a hedge around himself of a few individuals who kept on misleading him.

The worst part of it is that due to their incompetence, they did not want anyone who put their all in the company to have access to the owner of the company. This is how detrimental incompetence is. It forces those who easily run out of ideas to shield the bosses from seeing the reality so that their incapacities cannot be exposed.

At one point, when the idea of creating another similar company came up, I was among a few of the employees who objected to it. When I analysed the reason behind the creation of another similar company, I realised it was simply a case of the company having so much resources at its disposal to a point of not knowing where to take them.

This is because the company had no strategic plan; it actually had no strategists. Appointment to positions was based on patronage rather than competence and because management was full of incompetent people, any divergent views from the junior officers was seen as rebellion and this was fought with the energy it deserved and to concretize their positions, our boss was fed with lies and because of this, he failed the reality of what was happening in the company.

When this new company was formed, I was one of the junior officers who were requested to detach from the main company but I respectfully turned down the request because I know this was a brought-in-dead investment. The new company was created out of excitement that the parent company had resources in reckless abundance- resources that the company never sweated for. Resources just came and out of excitement, another company was to be born. I have told people that 80 percent of the problems we have as Zambians are from failure to think. Most of us would rather flow with the flow without utilizing not even an ounce of our brains to think about certain things.

By the way, there was no other way of talking to our boss because staff meetings were far apart and only happened once every blue moon. Of course we used to have “monthly” meetings but during my entire time at that company, I can count with my fingers how many times we had those meetings.

In those meetings, very few junior officers contributed or asked questions even when we were always told to “feel free and contribute” because we knew what it meant to openly talk about the weaknesses in the company. Like I said, the cartel only loved those who believed in their illusion that everything was okay in the company.

As a matter of fact, I remember attending a meeting called by the Human Resources office where we were told there would be no contributions or questions during the meeting. By then, I had already known that I was at the sunset of my life with the company so, I simply told them that they should have just stuck whatever they wanted to communicate to employees on the notice board or just put it that there would be announcements by the Human Resource office than calling it a meeting because it fell short of what qualifies to be a meeting.

So, that day, I summoned my hyena courage to talk to my boss before everyone else arrived in the office and told him what I thought were some challenges which were derailing the company. My boss was well known for reporting you back to the same people you talked about during the meeting but at this moment, I cared less because I knew soon or later, I would either resign or be shown the exit door by the powerful cartel of women.

No wonder in my village there is an old saying that if you are bewitched by women, even if your brother is the most trusted witchdoctor, you can still not survive. This is to literally suggest that if women aim at something in unison, they always succeed; unfortunate, even in wrongdoing.

It was during this meeting where my boss mistook my misgivings about how the company for wanting to be treated differently that I ended up having a lecture on fate, which I agreed with totally, yet my concern was about the general survival of his company. He missed my point completely. Even when his advice was correct, it was misapplied to the situation at hand and so, I let sleeping dogs lie until I realised it was no longer worth to be part of an entity where only a few individuals had a say.

I was sad with the man because while his company was sinking slowly but surely, he did not see it that way and probably up to now he does not see it that way because nothing has changed. I understand the very people that sunk the company due to sheer incompetence are still calling the shots, only that this time, the money is finished and also, they are no longer teaming with the luxury of yesteryears.

As a young entrepreneur, my biggest nightmare has been dealing with incompetent professionals. Incompetence does not start and end with those who are not fully trained for the job. As a matter of fact, those who are not trained for the job actually are better because most of them admit their shortcomings and are assertive to correction.

The hardest problem I have ever come across in trying to correct an employee feels he or she is trained or qualified enough to handle the job and therefore, does not need to be corrected and when you make a mistake of putting such people in management, just know that you are wading in murky waters.

It is these incompetent employees who will drag you down and they will do it perfectly well by ensuring that you are kept in the dark about what is happening in your own company. They will tell you everything is okay and you will believe it especially when the company continues making profits.

They will create a problem for anyone who is open-minded and does not agree with certain things. Every difference in viewpoints will create a problem in the company to a point where you, as an employer, start losing the very crème de la crème of your company. The moment the bright stars start disappearing from your company, just know that your downfall is near.

When your employees start feeling unprotected in the place of work because management has insulated you from external views, just know that you are on your road to closure as a company. Employees do not only want to get paid at the end of the month, but also want to be seen to be valued. They want to be listened to. They want to be spoken to, especially by you, the owner of the company.

Remember, everyone in the company is important from bottom up. If a cleaner does not sweep the office and arrange office furniture, no one will work in a dirty environment. If the cook does not prepare meals for everyone, employees will suffer because not even your Human Resource Manager, as important as she may think she is, can cook. If your gateman refuses to work, you will have to come down from your vehicle to open your gate.

A business is like a football team. A business organization and a football team may seem like two vastly different entities, but upon closer examination, it becomes clear that there are striking similarities between the two. Both require teamwork, strategy, leadership, and a shared goal to achieve success.

Both a business and a football team consist of a group of individuals working together towards a common objective. In a business, employees from various departments collaborate to achieve the company’s goals, just as players on a football team work together to win games. Each member of the team has a specific role to play, whether it be scoring goals in football or handling marketing strategies in a business. Success is dependent on the ability of each individual to contribute their skills and expertise towards the collective effort.

Both businesses and football teams require effective leadership to guide and inspire their members. In football, a coach provides direction, motivation, and strategy to help the team perform at their best. Similarly, in a business, strong leadership is essential to set goals, make decisions, and create a vision for the organization. A good leader in both contexts can inspire their team members, foster collaboration, and drive success.

Strategy plays a crucial role in both business and football. In football, teams develop game plans, analyze opponents, and adjust their tactics based on the situation on the field. Similarly, in business, companies must develop strategic plans, assess market conditions, and adapt to changing trends to stay competitive. Both require foresight, planning, and the ability to make quick decisions in response to external factors.

Additionally, both businesses and football teams face competition and challenges that require resilience, perseverance, and adaptability. In football, teams must overcome tough opponents, injuries, and setbacks to achieve victory. Similarly, in business, companies must navigate economic downturns, market fluctuations, and industry disruptions to remain successful. The ability to bounce back from failures, learn from mistakes, and adapt to changing circumstances is essential for long-term success in both arenas.

As a matter of fact, employees, often referred to as the heart of an organization, play a crucial role in the success and sustainability of a company. While profits are undeniably important for the financial health of a business, it is the human capital within an organization that drives innovation, productivity, and ultimately leads to long-term profitability.

Employees are the backbone of any organization. Without a skilled and motivated workforce, a company would struggle to achieve its goals and objectives. It is the employees who bring the vision of the company to life, through their hard work, dedication, and expertise. Human resources are responsible for recruiting, training, and retaining top talent, ensuring that the organization has the right people in the right roles to drive success.

The company’s Human Resources office is essential for fostering a positive work culture and employee engagement. A company that values its employees and invests in their well-being is more likely to have a motivated and loyal workforce. This, in turn, leads to higher levels of productivity, creativity, and job satisfaction.

Employees who feel valued and supported are more likely to go above and beyond in their roles, resulting in increased efficiency and effectiveness within the organization. At one point, I was offered a job by my boss’ rivals with slightly better conditions of service than the company I worked for but I turned it down.

This was not because I was happy with the entire hierarchy of the company, but because I knew the owner of the company valued me and I did not want to disappoint him but when I realised nothing would change for as long as the people he had put in management continued, I left. By the way, I was not the first one to leave. Many others that were in the same intake I I was had left and at that time, only one person from our group had remained.

Agreed, profits are a crucial aspect of any business. Without profitability, a company cannot sustain its operations, invest in growth opportunities, or reward its stakeholders. However, it is important to recognize that profits are a result of the efforts and contributions of the employees.

A company that prioritizes its employees and creates a positive work environment is more likely to see higher levels of employee performance, which directly impacts the bottom line.

The relationship between employees and profits is symbiotic. A well-managed workforce leads to increased productivity, efficiency, and innovation, which ultimately contribute to higher profits for the company.

Conversely, a focus solely on profits at the expense of employees can lead to disengaged employees, high turnover rates, and ultimately lower profitability. It is essential for companies to strike a balance between financial goals and the well-being of their employees to ensure long-term success.

While profits are important for the financial health of a company, it is the human resources within an organization that truly drive success. A company that values its employees, invests in their development, and creates a positive work culture is more likely to achieve sustainable profitability in the long run.

Employees are not just a cost to be managed but an invaluable asset that can differentiate a company from its competitors and drive growth and innovation. By recognizing the importance of human capital and nurturing it effectively, companies can create a strong foundation for long-term success and profitability.

Valuing every employee in a company is important. When employees feel valued and appreciated, they are more likely to be motivated, engaged, and satisfied in their work. This can lead to higher levels of productivity, creativity, and overall job satisfaction. Valuing employees can help to increase employee retention rates. When employees feel valued, they are more likely to stay with the company long-term, reducing turnover and the associated costs of recruiting and training new employees.

Valuing every employee creates a positive work environment where employees feel respected and supported. This can lead to stronger teamwork, collaboration, and communication among employees, ultimately improving overall performance and results. When employees feel valued and empowered, they are more likely to contribute their ideas, take risks, and think creatively.

Valuing every employee can help to foster a culture of innovation and continuous improvement within the company. Companies that value their employees are more likely to attract top talent and have a positive reputation in the marketplace. Valuing every employee can help to enhance the company’s brand and image, making it an employer of choice for potential candidates.

This is why employer-employee relationships should be based on mutual respect, trust, communication, and collaboration. Employers and employees should have open and transparent communication with each other. This includes providing feedback, listening to concerns, and addressing issues in a timely and constructive manner.

Employers should respect their employees as individuals and value their contributions to the company. Employees, in turn, should respect their employers and follow company policies and procedures. Building trust between both parties is essential for a strong relationship. Employers should support their employees by providing the necessary resources, training, and opportunities for growth and development. Recognizing and rewarding employees for their hard work and achievements can also help to strengthen the relationship.

Employers should treat all employees fairly and equally, regardless of their position or background. This includes providing equal opportunities for advancement, fair compensation, and a safe and inclusive work environment. Employers should show empathy and understanding towards their employees’ needs, concerns, and personal situations. Being flexible and accommodating when possible can help to build a positive relationship based on mutual support.

Employers and employees should work together as a team towards common goals and objectives. Encouraging collaboration, sharing ideas, and working together towards shared success can help to strengthen the relationship and drive business results. Overall, a positive employer-employee relationship is essential for creating a productive, engaged, and satisfied workforce. By fostering a culture of respect, trust, communication, and collaboration, employers can build strong relationships with their employees that benefit both the individual and the organization as a whole.

Companies should guard against creating a toxic work environment because a toxic work environment can have a negative impact on employees’ mental and physical health. High levels of stress, anxiety, and burnout can lead to decreased productivity, increased absenteeism, and higher turnover rates.

In a toxic work environment, employees may feel demotivated, disengaged, and unappreciated. This can lead to a lack of commitment, poor performance, and a negative attitude towards work and the company. A toxic work environment can damage relationships among team members, leading to conflicts, tension, and a lack of collaboration. This can hinder teamwork, communication, and overall productivity within the organization.

Such an environment can damage the company’s reputation and make it less attractive to potential candidates. High turnover rates and negative reviews from current and former employees can deter top talent from joining the organization. Further, this can lead to legal issues such as discrimination, harassment, or hostile work environment claims. This can result in costly lawsuits, damage to the company’s reputation, and financial losses.

A toxic work environment can erode the company’s culture and values, leading to low morale, distrust, and a lack of loyalty among employees. This can have a long-term negative impact on the organization’s performance and success. Overall, creating a positive and healthy work environment is essential for the well-being of employees, the success of the organization, and the overall reputation of the company. By guarding against toxic behaviours and fostering a culture of respect, trust, and collaboration, companies can create a positive workplace where employees can thrive and contribute to the company’s success.

It is crucial for companies to pay attention to employees’ needs. First and foremost, valuing and addressing employees’ needs can lead to higher levels of job satisfaction, engagement, and productivity. By creating a positive work environment where employees feel supported, respected, and appreciated, companies can improve employee morale, retention rates, and overall performance.

Additionally, paying attention to employees’ needs can foster a culture of open communication, trust, and collaboration within the organization. This can lead to stronger teamwork, innovation, and a sense of belonging among employees. Furthermore, by meeting employees’ needs for growth, development, and work-life balance, companies can attract and retain top talent, enhance their reputation, and ultimately drive business success.

Overall, companies that prioritize and respond to employees’ needs are more likely to create a positive work environment, build strong employer-employee relationships, and achieve long-term success. By valuing and investing in their employees, companies can create a thriving and sustainable workplace where employees can reach their full potential and contribute to the company’s growth and success.