Metonymy and Management: Owning One's Work
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| − | + | Metonymy is a linguistic device used to represent a concept by referring to it as one of its elements. This device can be seen in the use of the term ‘redcoats’ to refer to British soldiers. While the soldiers do wear red coats, that is but an element of their position. Sporting a red coat is but a small part of what it means to be a part of the British army. Metonymy can be considered a form of personification when the element used to describe a concept or group is a person. This form of personal metonymy can be seen when a barista replies “sorry I am out of decaf” to an inquiring customer. In this situation, the barista is using the personal pronoun “I” in order to refer to the establishment at which they work. The concept and use of this personifying form of metonymy, which I will be referring to as Personal Metonymy; will be discussed further here. Utilizing the effect of this form of personification in speech and ultimately thought can have profound effects on one’s mindset and how they view themselves in relation to a group or concept. | |
| − | + | Alienation | |
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| − | + | In order to lay the grounds for the utility of Personal Metonymy, I will first discuss the concept of alienation in the workplace, a phenomenon which I believe can be assuaged by the use of metonymic language. Alienation, a term first coined by Karl Marx in his 1844 Economic and Philosophical Manuscripts, describes the process by which a person becomes estranged to the products of their labor. Marx states that complex division of labor often prevents a worker from seeing their effort come to fruition and therefore frames the task as a means of survival (earning a living wage) instead of laboring in order to create. Without the result of their labor being readily apparent, the worker can begin to feel a loss of individuality and connection to their employment. | |
| − | + | How are these concepts related to managing projects, programs, and portfolios? | |
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| + | Implementing personal metonymy in language regarding the project can increase awareness of responsibility on an individual level which can, in turn, combat feelings of disconnection and alienation. These feelings are especially common in the employees serving in positions given the least amount of responsibility and decision-making power within the company. When an employee is not in a position to direct or manage elements of the company, it is easier to slip into a more passive state of mind when working. The employee does not feel as though they are united with the company or organization. Rather they feel isolated in completing their tasks and disconnected from the company mission. When implementing Personal Metonymy into their language while interacting with customers or clients, a sense of responsibility for the success of the company can be restored. Granted, this may not completely thwart feelings of alienation, however, when the secretary of a law firm says to a client, “I have time for you to meet with your lawyer on this day,” there comes with that statement a reminder of the purpose and importance of their job. It reinforces to the secretary that they are responsible for scheduling the meetings for clients in order to provide them with the legal advice that they are needing. With a less personal statement such as “your defender cannot meet with you on that day”, the secretary is taken out of the process completely. This statement could lead the secretary to feel that the scheduling process could happen in spite of them and decreases the responsibility that they feel to the firm. With the emphasis on their role highlighted by Personal Metonymy, a team member will more clearly understand their position as an essential gear in the machine of the project. When working, people benefit immensely from feeling that they are needed and consequently will typically step up to meet the task in front of them. Asking that employees use language that directly ties them and their role to the success of the company or organization will significantly increase not only morale, but work ethic. | ||
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| + | Limitations | ||
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| + | While this management strategy can be extremely effective in improving the mindset in team members, it is of course, not a cure all for management issues that may arise. This strategy works best when utilized in conjunction with other tools to build teamwork and will only succeed in an already pleasant and fair working environment. Its success can also depend on the work culture of the country or state it is employed in. . Despite these differences it is always important that group members feel included and that their contributions are important and relevant to the success of the team. | ||
Revision as of 11:34, 8 March 2022
Metonymy and Management: Owning One's Work
by Stella Boswell
Abstract
An organization is nothing without its workforce. Despite the ideals held by its leaders, a company’s goals are ultimately carried out and portrayed to the public by its volunteers or employees who hold the least amount of responsibility. While leadership sets the tone for the work being done, if a vision is not shared among employees it will never be achieved. For this reason, it is crucial for employees to feel connected to the company and motivated to work in accordance with its mission. Ensuring that this feeling of connection is established within workers is where use of the rhetorical device metonymy becomes relevant. Metonymy is the replacement of an object with something that represents it as a way of referral. For example, we may refer to “a business professional” as “a suit.” . A suit is the traditional uniform for a business professional, a part of his/her identity as a business professional, but is not a term that encompasses all that it means to be one. The same device is used when, in response to a customer asking for tea, a waiter replies “I’m sorry, I do not have any.” In this situation the waiter, by phrasing his response as if he himself is the sole provider of the food and drinks in the restaurant, is using metonymy. He, as an employee, is representative of the entire dining establishment, including what they have in stock, in this example. This use of a personal pronoun can help to make the employee feel more connected to the enterprise and by extension, its success or failure. By establishing this connection, the employee feels a deeper sense of responsibility to the concerted effort of the company and will work and participate accordingly.
Metonymy and Management
Metonymy is a linguistic device used to represent a concept by referring to it as one of its elements. This device can be seen in the use of the term ‘redcoats’ to refer to British soldiers. While the soldiers do wear red coats, that is but an element of their position. Sporting a red coat is but a small part of what it means to be a part of the British army. Metonymy can be considered a form of personification when the element used to describe a concept or group is a person. This form of personal metonymy can be seen when a barista replies “sorry I am out of decaf” to an inquiring customer. In this situation, the barista is using the personal pronoun “I” in order to refer to the establishment at which they work. The concept and use of this personifying form of metonymy, which I will be referring to as Personal Metonymy; will be discussed further here. Utilizing the effect of this form of personification in speech and ultimately thought can have profound effects on one’s mindset and how they view themselves in relation to a group or concept.
Alienation
In order to lay the grounds for the utility of Personal Metonymy, I will first discuss the concept of alienation in the workplace, a phenomenon which I believe can be assuaged by the use of metonymic language. Alienation, a term first coined by Karl Marx in his 1844 Economic and Philosophical Manuscripts, describes the process by which a person becomes estranged to the products of their labor. Marx states that complex division of labor often prevents a worker from seeing their effort come to fruition and therefore frames the task as a means of survival (earning a living wage) instead of laboring in order to create. Without the result of their labor being readily apparent, the worker can begin to feel a loss of individuality and connection to their employment.
How are these concepts related to managing projects, programs, and portfolios?
Implementing personal metonymy in language regarding the project can increase awareness of responsibility on an individual level which can, in turn, combat feelings of disconnection and alienation. These feelings are especially common in the employees serving in positions given the least amount of responsibility and decision-making power within the company. When an employee is not in a position to direct or manage elements of the company, it is easier to slip into a more passive state of mind when working. The employee does not feel as though they are united with the company or organization. Rather they feel isolated in completing their tasks and disconnected from the company mission. When implementing Personal Metonymy into their language while interacting with customers or clients, a sense of responsibility for the success of the company can be restored. Granted, this may not completely thwart feelings of alienation, however, when the secretary of a law firm says to a client, “I have time for you to meet with your lawyer on this day,” there comes with that statement a reminder of the purpose and importance of their job. It reinforces to the secretary that they are responsible for scheduling the meetings for clients in order to provide them with the legal advice that they are needing. With a less personal statement such as “your defender cannot meet with you on that day”, the secretary is taken out of the process completely. This statement could lead the secretary to feel that the scheduling process could happen in spite of them and decreases the responsibility that they feel to the firm. With the emphasis on their role highlighted by Personal Metonymy, a team member will more clearly understand their position as an essential gear in the machine of the project. When working, people benefit immensely from feeling that they are needed and consequently will typically step up to meet the task in front of them. Asking that employees use language that directly ties them and their role to the success of the company or organization will significantly increase not only morale, but work ethic.
Limitations
While this management strategy can be extremely effective in improving the mindset in team members, it is of course, not a cure all for management issues that may arise. This strategy works best when utilized in conjunction with other tools to build teamwork and will only succeed in an already pleasant and fair working environment. Its success can also depend on the work culture of the country or state it is employed in. . Despite these differences it is always important that group members feel included and that their contributions are important and relevant to the success of the team.
