There are many values visible in the life of Henry Ford that enabled him to be a highly successful business leader. However, it seems that his value of employees, belief in equality and emotional intelligence truly set him apart from others. Henry Ford’s leadership qualities enabled him to change the trajectory of workplace practices.
Measurement of workplace co-dependency in solving Low Employee Productivity
When we think about co-dependency, we often think about it in terms of family or social relationship dynamics. But you may be surprised to hear that workplace.
What is Co-dependency
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In discussing the topic in more detail or better, helping you navigate through it whether you are a leader, business owner, or an employee, I would like to start by first giving you an overview of what co-dependency, this loosely utilized term actually means. The American Psychological Association (APA), the governing body of psychological practice within the U.S. and as well as the Diagnostic Statistical Manual DSM IV do not consider codependence to be an actual psychological disorder and hence offer a very limited definition. However, professionals such as Karen Horney a pioneer Psychiatrist and Psychoanalyst of Social Theory, whom have worked many years with this population believe it to be a real condition, with very real symptoms and resulting outcomes, which impact daily living. According to Karen Horney’s definition, “the codependent person is fixated on another person for approval, sustenance, and so on.” Other scholars and researchers have defined the dynamics as “the disease of a lost self (Whitfield, Charles 1987) and (Lancer, Darlene 2012) Codependent relationships are marked by intimacy problems, dependency, control (including caretaking) denial, dysfunctional communication and difficulties with setting boundaries, low self emotional awareness and regulation, obsessivity and/or compulsivity as well as high reactivity to the actions of others.
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The difficulty with co-dependency is that although the behaviors in and of themselves could be considered “harmless” Unresolved patterns of codependency can lead to more serious problems like alcoholism, drug addiction, eating disorders, sex addition, psychosomatic illnesses, and other self-sabotaging behaviors. People with codependency are also more likely to attract abuse from aggressive individuals, more likely to stay in stressful jobs or relationships, less likely to seek medical attention when needed and are also less likely to receive promotions. In fact, they tend to earn less money than those without codependency patterns.
As you can see, co-dependency is way more complex than one might imagine. And especially in the work place, due to the socio-political work environment, the dysfunctional aspects of co-dependency are definitely a minefield. The positive news however is that unlike some personality and mental disorders, co-dependency is a learned behavior and with the right mix of awareness of root causes, motivational acceptance and a well designed specific cognitive-behavioral plan, the road to recovery is definitely a paved and in fact enjoyable process.
For more on this topic, including hands on practical approaches to implement in the mean time, you may visit us at https://centerforworklife.com/blogs