Unsubstantiated opinions and unnecessary restrictions — namely from the management– have led to “friction and frustation.” Strikes against my recently presented ideas and proposals to the management have also served as a strong “reality check.” It’s the kind of outcomes nobody enjoys, referring to outright rejection or ignoring my suggestions totally. This type of dark behavior is unwarranted, to say the least. Strong central policy-setting and long-term planning provide more certainty for businesses, say those who have more experience running operations of organizations. Such doings don’t lead to “inconsistency.” This is the antithesis of what businesses are looking for. Behaviors like this make them unnatural steps for a management who is looking to pivot towards innovative strategies for improving the functioning of their respective departments. Yet, in the end, many disparities between management styles are borne out of disparate leadership styles as the ball stops with the leaders. The urgency for such lacking leaders is mounting fast amid fears of emerging acute internal issues, which could potentially lead to an impending crisis and operational failures. Lagging attention to details – the kind of one’s recently identified needs to be immediately addressed – is central to the problem. Pretty soon, we have to acknowledge reality. There is no reason to believe that if seriously tried to change the problematic processes, then there would be limited success. Streamlined processes favorable to employees would go a long way in boosting the morales of the employees. It is good to know that they are not the only game in the town. Creating a positive impression amongst employees of the management is desperately needed. The management’s one disadvantage really is largely policy. Proposing improvements to the management is treated with incredibly strong opposition and made incredibly difficult to suggest. Essentially, these are missed opportunities as most of the current management efforts, if any, have faltered badly so far. Frictional cost of working in a hostile working environment could be huge to employees. The hesitation of employees approaching the management starts with the top being resisting innovation. Those employees who come forward often struggle with rejections and regularly suffer from disappointments. They have endured a significant confidence loss after the management luke warm responses. History of suggesting improvements offers no shortage of cautionary tales. The employees typically seek a trustworthy partner in their management that they can create a conducive and supportive environment for adopting innovative solutions for changing expectations such as regarding use of and emergence of AI tools in the field of Intellectual Property including patent drafting and patent prosecution.

When losing an argument fast, unfathomably slow progress in a chaging one’s mindset is symbolically and unacceptably against building abundance