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1/14/2008

What does management mean?

Management is the art to move people to work efficiently together. There are often incorrect presumptions about moving employees.

Presumption 1: Only if I know how things work, we all can succeed. The manager feels comfortable because he can trust a recipe. The employees are happy and feel secure when the recipe leads on reasonable way to the goal. Then they trust their boss. The order by the chief is accompanied by the confidence of employees. Since the default is authoritarian, the manager tries to domineer his staff. A domineered employee respond with suspicion and will look for errors in the recipe of the leaders, so confidence is undermined.

A conflict-vicious cycle has begun. The authoritarian boss has the slightest impact on the people, because his management depends on the recipe to be true and him not commanding his team but treating them with trust. He can't cope with the contradiction. Remember: patriarchs are inefficient tyrants.

Presumption No. 2: I need to motivate my employees. This manager has long forgotten that he and the others are on the same level. He considers himself motivated and considers the employees unmotivated. He nourish the image of unmotivated employees within him. He tries to confirm his attitude by perceiving unmotivated employees everywhere. This manager polarizes from the start.

His motivational measures leads the people in the end to the same place where they once were, before they were snubbed. Frequently motivators are not really interested in the employees but in flexible salaries. They think if it is true, that there are outstanding motivations, it must be rewarded separately. The higher salary demands of the manager is justified by the myth of unmotivated employees. These managers cultivate a bad image of employees in order to be able sweep the board.


Anyone who has ever experienced that employees were mobbed by giving them no work, knows that the employees are working happily. Remember: motivators are greedy.

Presumption No. 3: If employees participate get a free hand left, then they will do their best. The best of a group of people is generated when they cooperate at every moment according to the meanful necessities. This sensible cooperation succeed if the world of work and their meanings are objectively understood.

When many people are working on a product, there are many special interests, which have nothing in common with the work. Egotism, private concerns, competition ... Very quickly, the strongest in the group prevails and pursue their personal goals and put the group to work for it. Now there is factually no working according to the importance and meaning of facts, it will be a politically work.

A group can produce good work results, but at the price, to exploit the weak. The managers will be happy and say, the group does something, and the company has saved expenses. And look how the group handle the Dr├╝ckeberger (lowperformer). This form of management exhausts employees and weakens the manager, who loses problem-solving skills. Remember: Laissez Faire will be made by retirees or those who are throughout the day on vacation.

Then there are the measurerer and documenter. They come in swarms, assume the world is a machine that can be measured and put everyone under suspicion to be lazy. There is much written down and documented, and in the end, the calculus and proves that everything is right or wrong. These black-and-white world is dominated by fear. Here people work, in order not to be guilty, and if God number is satisfied, then the managers will be satisfied too. Note: Measuring managers are timid people.

Real Management can be:

* The collaboration of many people at the same eye level, in which the manager ensures that a valid solution exists for production.
* That the special interests are in accordance with the general interest.
* To provide a reckless atmosphere
* And that all employees are informed how the end result looks like.

Without fear, without greed, without inertia and tyranny, and without assumptions about the motivations of staff, which will always remain a projection.

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