Management "Rule"

Management "Rule"

Management "Rule"

Managers have the ability to rule their employees through a method that creates and edge for them and the company. This style of ruling can cause stress in employees, increase absences, lower production and quality and produce a high turnover. So why do many continue to manage in this destructive way?

Unlike the work environment in the early days, a considerable amount of managers are placed in positions like coaches on a professional football team. Many times with the managers having little or no connection to the employees that they have been given charge over. The lack of relationship leads to an uncertainty between the both of them, frequently, with the manager gaining an edge. The manager believes that it is necessary for them to rule using tactics that involve intimidating the employee with threats of firing, demotion, or a shift change. Can the tide be turning.

The unemployment rate in U.S. cities continue to climb. The people who are losing their jobs are anxious to work again, but now, they have lost trust in the companys they choose to work for. In their eyes, sacrificing too much for a company just increases the humiliation when they decide to lay you off.

So, many laid-off workers who gain employment are attending school, starting businesses and even shedding the extravagances toward a simple life. This provides them with a little more freedom and less stress. It also makes them view their present job as a means to an end. This is not a good position for a business to be in. The company's intimidation is either short lived or ineffective. Employees are challenging the company's threats when they are force to make choices. They are not signing up for massive overtime, not seeking positions that require an increase in responsibility, or they are not turning down opportunities to work for direct competitors. As a result, the company's are experiencing a greater reoccurrence of refilling positions.

The business that cares about having a stable work force should start by reshuffling things at the top. Replace overpriced and egotistical senior managers with managers who have worked in the field, replace intermediate supervisors with people who have worked their way through the company. Change the culture from one which makes the employee fear to one which rewards sacrifice, dedication, and hard work.

My message to the company's is maybe articles like this one isn't enough for you to change your ways, If not continue on with your winning strategy, but I like the clich my mother uses "what comes around goes around".

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