Mindfulness,Decision-Making, Aging and Illusion of Control
EllenLanger, in the articles published in different sites, explainsmindfulness as the process in which an individual actively noticesthe new things that are taking place around him/her. When one canrecognize such new things, it puts that particular individual in thepresent world. One will become highly sensitive to the thingshappening in the surrounding environment. This state engages one’smind without consuming much energy in thinking (Harvard BusinessReview Staff, 2014). Being mindful does not cause stress in thinkingprovided one avoids the mindless negative evaluations that maydevelop in an individual’s mind wherever new things have beennoticed.
Ellenas well explains decision making as a process that contains twoparts. The first one is the creation of numerous likely options thatcan affect the decision to be made. The second one is the selectionof most effectively decision that will have a maximum benefitcompared to others. This means that making a decision is an activedeciding process that should be clearly decided on. People can eithermake decisions passively or actively. Benefits of making activedecisions are often measured. In both cases, being mindful oftencompromises the situation. When people encounter conflict situations,they may accept situations that are not based on decision making butjust accepting a zero-sum scenario base on the mindless scenario.
Sheexplains that aging is often promoted by different forms offlexibility. In her studies, Langer found out that the idea ofrewarding behaviors and completing a task from the time it startedimproves the memory of an individual (Grierson, 2014). In a studythat she conducted concerning the maintaining and taking care ofplants, she found out that this responsibility can help improve thehealth of a person both mental and physical and also improves thelife expectancy of that individual.
Beingmindfulness of the changes taking place around us has been found toplay a major role in stress reduction. Mindfulness enhances thepositive reasoning while discouraging the negative thought as well asmost importantly reducing the unnecessary anxiety that adds to thenegative effects. In the researches that Langer conducted, she foundout that less anxiety was profound in individuals who exposedthemselves to reducing the mindfulness-based stress. In theenvironment of working organizations, the mindful people experiencedless neural reactivity regardless of the situation they face in thatorganization (Kleiner, 2015).
Onaging, Langer feels that most people have the abilities to performsome tasks better than they think they are capable to. These peopleare affected by the way they think. If they think on aging grounds,this will hold back their capabilities instead of bringing them tothe present. Psychologically, these individuals should be exposed toenvironments that make them think hard past their ingrained,self-imposed limits to make them mindful of their actions and alertof the new changes taking place in the surrounding environment(Grierson, 2014).
Decisionmaking needs one critical intervention especially when a mistake hasbeen realized. Being mindfulness enables one to realize mistakescommitted. People will be allowed to make decisions and be given timeto put those decisions to application. While in an application, somemay deviate from their original decision and follow a differentroute. Time should be taken to should how first they realize theirmistakes and how flexible they can change to the correct decisionthey had chosen from the beginning. It will be observed that moreoften, people in an organization will start from uncertainty tomaking decisions and finally making mistakes that can be changed anytime the mistake can be realized by only being mindful that you havecommitted a mistake and decide to follow your initial decision.
Mindfulness,aging, decision-making and illusion control have a very closeconnection and in any organization, managers will find that theseconcepts work together because one of the concepts leads to makinguse of the other concept. There’s need therefore for managers toconcentrate and put more attention on the concepts because they havemajor benefits to the organization.
Themost fundamental concept in an organization is mindfulness. To startwith, mindfulness leads to better performance in the organization.This was evident after a study that was taken on symphony musicianswho became boring due to playing the same pieces every time. Thesemusicians were told to change their individual performance by playingmindfully to come up with new subtle ways of performing (HarvardBusiness Review Staff, 2014). People came to like the mindfullyplayed pieces. Workers in an organization should, therefore, try todo things mindfully in their rebellious ways. Mindful individualseasily follow attention and become more creative. When people aremindful in an organization, they have no feelings of regret andwhatever they do, they do it with comfort.
Managersshould be aware that mindfulness has a very strong link withinnovation in any organization. In determining how innovativeemployees can be, a manager can divide the employees into two groupsmindlessness and mindfulness groups. If these groups are givendifferent features of failed properties in the organization, it willbe observed that new ideas will be generated from the mindfulnessgroup that can add value to the organization.
Developingan organizational plan
From thisplan, an organization relies on mindfulness people to foster therequired change. Mindfulness is the key concept here that connectsboth the aging and decision-making concept. Mindfulness is influencedby the individual and organization strategies. These strategies havea direct impact on what is happening in both the mindfulness andmindlessness individuals (Kleiner, 2015). The organization strategiescan be shared, hidden, false, learning or realized. Whichever thestrategy organization uses, it has to explore the three or fourconcepts. At one point, the management and the people in thatorganization will have to make a sound decision that will make themmove from the past to the present. Likewise, the strategies will haveto be based on mindfulness for them to have the expected impact in anorganization. Mindlessness strategies will have no value to theorganization. Individual strategies have individual benefits topeople working in an organization. These strategies are aimed atfocusing on building a relationship by an individual and identifyingthe barriers that keep the individuals at the past instead of beingin the present. Individuals will have their personal mentors theywill be able to develop the relevant communication strategies as wellas celebrating the accomplishments that they would have achievedafter they have made decisions that are based on mindfulness latterthan mindlessness. All in all, individual and organizationalstrategies work towards accomplishing the same goal of observing thethree concepts.
Studyingthe literature of the concepts
Thepossibility of these concepts working in an organization depends onhow the management has decided to embrace the concepts. Organizationsshould gather the momentum of management practice by beingmindfulness. They can only be mindfulness if only they hold an openmind that comes as a result of an illusion of control. If themanagement in any workplace embraces the mindfulness concept, it willhave put the other concepts in us because that form mindfulnesstakes. There’s no one particular individual who needs theseconcepts. The concepts are useful to all individuals in a workplacewhether it is management or the workers (Kleiner, 2015). Apart fromin the workplace, all other people require these concepts becauseeveryone makes decisions in his/her day to day activities. Making adecision will be a state of dilemma that forces one to employ theidea of mindfulness to ensure that the decisions made have beenimplemented. All the types of organizations whether small, medium orlarge require these concepts because they are directly related toinnovation. Innovation is mandatory to all firms. In a local culture,the implementation of the mindfulness strategy may not be asefficient as it maybe with the case of the expatriate culture. Mostof the expatriate cultures have exposed their members to mindfulcontexts that have encouraged rewarding the mindfulness as comparedto failures. Local cultures are still in the past and have notengaged their minds to openness. The strategy, therefore, will workfaster with the expatriate culture because for them, embracing theconcepts has been a norm for them. For the strategy to work well,therefore, people have to be exposed to challenging situations.
Ilearned several concepts that changed my workplace. I learned thatthe success of the workplace was dependent on the employees employingthe open-mindedness in decision making to bring the required changeto the organization. Managers have a greater responsibility to changethe workplace to show the mindfulness required. They should employnew styles of handling different issues that emerge in theorganization. The managers should listen to all the strategies thatpeople argue on and employ the open mindfulness concept to select onone decision from the several decisions people have raised in anorganization. Personally, I learned that mindfulness would help meimprove my performance and has also increased my attention to newideas. I can recall several past ideas that have helped me takeadvantage of the new opportunities that arise due to changes aroundme. In future, I will look for the jobs that will expose me todifferent dilemma situations that will force me to employ themindfulness approach in solving every new situation I come across.The topic applies to me as I can use the concepts in my day to daylife. The situations explained can help me handle different issues indifferent situations that I encounter. Specifically, my decisionswill be made on the present, and while making the decisions, I willembrace mindfulness. Making use of the concepts explained here shouldbe done naturally. Being forced will lead to mindlessness. Theconcepts have several benefits that one gets when they have beenfollowed properly. The benefits will help me have a firm backgroundof making decisions on any matter.
Grierson,B. (2014). Whatif Age is Nothing but a Mind-Set?http://www.nytimes.com/2014/10/26/magazine/what-if-age-is-nothing-but-a-mind-set.html?_r=1,retrieved on 21stNovember, 2015.
HarvardBusiness Review Staff. (2014). Mindfulnessin the Age of Complexity,https://hbr.org/2014/03/mindfulness-in-the-age-of-complexity,retrieved on 21stNovember, 2015.
Kleiner,K. (2015).Ellen Langer on the Value of Mindfulness in Business,http://www.strategy-business.com/article/00310?gko=73023, retrievedon 21stNovember, 2015.