Volume 2 Issue 3

Human Rights
Fourth article in the series.

The past 4 Human Rights articles have dealt with Human Rights based on race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, marital status, family status, disabilities or the receipt of public assistance. Most of the Canadian workforce is familiar with these rights if not the Human Rights Commission.

There are other rights that are more subtle. These rights are not policed by a commission or written in an act. These rights are fundamental to Human kind. They help determine our communication and behavior in our daily lives. They shape who we are, and yet.......most people don't know they exist.

They come from the United Nations Universal Declaration of Human Rights which was created in the late 1940's in response to the horrific treatment of POW's of W.W.II. The declaration allows for a common understanding of the detrimental effect on human beings when basic rights are negated. With the Millennium beginning, the awareness of interpersonal rights must grow. They are essential for our well being.

At times, some may feel that they don't have the right to communicate opinions, ideas and feelings. Others may feel that they don't have the right to be taken seriously or treated with respect. If a manager doesn't think he has the right to ask for what he wants or needs, is he as effective as he could be?

There is a belief still present from the old autocratic style of management that the recognition of rights increases depending on one's level in the hierarchy. This belief is often understood to be synonymous with human rights. This may be somewhat true for positions and responsibilities within a corporation, but everyone in your organization has the same rights. Human rights are equal. Therefore, no one can claim to have more rights. These rights are not purchased, earned or applied for. A right is simply something that you are entitled to.

As a facilitator of The Management Development Group, I work with many different corporations. One of the most common problems plaguing companies today is the lack of communication flowing throughout the hierarchy. Upper management has difficulty getting feedback from the floor and floor supervision has difficulty getting clear directives and objectives. These obstacles in communication are demonstrated by comments like, " I can't disagree with my boss!" I can't speak up in that meeting, it's not my place" Clearly, these employees have difficulty communicating important information and feedback because they don't feel that they have the right to due, to their perceived personal importance in the hierarchy.

You are entitled to communicate your ideas feelings and opinions. The key is learning how to do it clearly, directly, honestly and appropriately. Only if managers are confident in their communication, and understand and take ownership of basic human rights, can a corporation have quality leadership and a productive work force.