The impact of socio-cultural influences in corporate growth

As a society, we have evolved selfishly, thinking about our own families, accumulating wealth, prestige, for oneself and for their heir’s. We have not evolved to work for an idea bigger than our own selfish intentions. The idea of a corporation or organization is not attached to our souls as our own, as our families or our ‘selves’ are. This is because there is no attachment of the corporation towards us, how deeply, how affectionately they want you to be here, a part of it.
But corporation is an idea, there is no physically or metaphysically existing entity which can be called as corporation. It is made up of people. The people, however, involved in the making, may have not overcome their own selfish intentions to work for the ‘idea’, would rather be self-centric in their approach towards corporate growth.
A corporation is always supposed to grow, if not, there was no point creating it. The idea of corporate structuring, that leads to its evolution and growth, has not taken into account all possible socio-cultural influences that might impact the growth negatively and does not have means to resist such an impact and re-catapult towards growth.
Until we have systems that make better decisions, the responsibility resides with people to understand and accept that our judgments and decisions in most case would be biased. Now, if those as leaders, can include all in decision making, the responsibility will be shared and negative impact will be reduced on the growth of the corporation, because everyone will find themselves responsible and try to correct their own choices. It may also give rise to one or multiple groups of opposition of the decision, however, if we challenge them to prove that their idea is worth that which can take corporation towards further growth, then we will allow those ideas to grow, organically.
Acceptance requires understanding, and for shared understanding, we need media. Restricting the media to propagate only one kind of idea may sow distrust in the hearts and minds of people, allow all media to flourish during decision making. The most convincing media may prevail when decisions are taken democratically. But corporate growth will be everybody’s interest.
They get a part of the growth. And it has to always lead towards growth because no matter what decisions you take, your dedication towards the work you do decides how much value you can create for any given task. To sow the seeds of trust, we have to extensively innovate to find methods that allow everyone in the workforce to be productive, regardless their physical, mental or economic disabilities. No matter how small, everybody should be enabled to contribute positively towards corporation growth, every working day.
To enable the workforce to contribute positively, the workforce enabling-model designers should be aware of the future nature of work or create decisively, the nature of works to be required in future, that can continue for a long time and would always lead towards positive growth for the organization.
During this time, we can plan to implement AI that takes better decisions. Learning from our mistakes from the time we have earned for ourselves, by developing understanding and acceptance; it will correct itself to take the right decision for the organization, leading it towards corporate growth, when the positive impact of our decision starts to fade.
Machine needs people. People understands people. People needs machine.
