The other day, I was in a market and saw a pop-corn seller. It amused me how people get attracted to smell of popcorn and start buying it. It was surprising to see the similarity between popcorn business with, what I call, the key to growth in any organization.
A popcorn customer stands in front of popcorn maker and watch which corn pops more and which one remains at the bottom. The popcorn seller scoop lots of “popped-corn” and few “unpopped-corn” into a paper bag. If a buyer is looking for value for his/her money then he/she asks the popcorn guy to give only popped corns.
In almost all the organizations, this pop-corn theory is applied, employees who popped on the radar of their managers are the ones who are bought for forthcoming opportunities and employees who are quite and still are grilled are sometimes called tough nuts remains at the bottom.
The question is: Is it good to have this theory? It makes lot of sense to buy only those corns, those are popped but what about those un-popped corns who still have potential to pop but due to negligence they are burnt and those who popped are sold after putting some more spice in them with butter.
Here I heard a customer saying that he loves chewing “pop(ped)-corns” and seller saying that his “pop(ped)-corns” are crunchy because he has grilled them well.