The difference between management and leadership has to do with who is at the helm of the ship. Management, by its very name, suggests that a group is managing and a group is being managed.
In other words, a team is running the show - a group of "higher-ups" are determining who is going to do the work and how the work is being done. When referring to upper management, there are systems in place - CEO's, COO's, CFO's, etc. - that ensure that various parts of the company are doing what they are supposed to do. This management team drives the force behind the workmanship, many times against the true wishes of the employee.
My preference is to be a leader - or even to have a tender-hearted leader - who will influence the team to work toward a common and clearly defined goal. I do not want to use force and coercion, but rather I prefer to thoroughly explain the position of the company and model the organizational culture that is conducive to a fantastic work environment.
I love the thought of emotional quotient having as much bearing on the workplace as intelligence quotient. When the workers are allowed to bring passion for what they love onto the job, it revolutionizes the place of employment. As your leader, I am duty-bound to make sure that the environment is of such that self expression and talents are merged into a final product of excellence.
Oh yes, I am your leader. I don't want to manage you; I want to bring out the very best that your personhood has to offer. While insuring that you do your best to shine, it makes our entire organization look great!
Sunday, December 14, 2014
Monday, December 8, 2014
When it comes to organizational behavior, each company takes their own stance on how they will run their business. There are multiple forms of decision-making strategies, but there is one that I do not believe is effective. The bounded rationality model of decision making seems to be the easiest of them all; it requires minimum effort to meet the minimum criteria. However, I've personally watched this process and conclude that it was most ineffective in the situation I observed.
The employee was consistently late, clocked out early at the end of the day and stayed out later than the allotted time for lunch. Work ethic was extremely poor; examples including work returned to be completed properly, low productivity, sloppy penmanship. Additionally, worker possessed a poor attitude, including extreme rudeness, major negativity toward coworkers and supervisors, and general discontentment.
After multiple complaints from coworkers and supervisors alike, the head manager decided to implement the bounded rationality model of decision making. Not wanting to upset the worker whose behavior was extremely poor, the manager decided to take the "satistice" choice, finding an answer that would satisfy and suffice without seeking to find a true solution. Upon further investigation it was discovered that this "satistice" stance is used throughout the company. What has happened in the organization is that, due to this bounded rationality model, quality workers have chosen to work elsewhere because upper management is not willing to deal fairly and impartially with conflict issues.
Of all the organizational behaviors, the bounded rationality model does not produce the desired results of conflict resolution, negotiations and decision making.
The employee was consistently late, clocked out early at the end of the day and stayed out later than the allotted time for lunch. Work ethic was extremely poor; examples including work returned to be completed properly, low productivity, sloppy penmanship. Additionally, worker possessed a poor attitude, including extreme rudeness, major negativity toward coworkers and supervisors, and general discontentment.
After multiple complaints from coworkers and supervisors alike, the head manager decided to implement the bounded rationality model of decision making. Not wanting to upset the worker whose behavior was extremely poor, the manager decided to take the "satistice" choice, finding an answer that would satisfy and suffice without seeking to find a true solution. Upon further investigation it was discovered that this "satistice" stance is used throughout the company. What has happened in the organization is that, due to this bounded rationality model, quality workers have chosen to work elsewhere because upper management is not willing to deal fairly and impartially with conflict issues.
Of all the organizational behaviors, the bounded rationality model does not produce the desired results of conflict resolution, negotiations and decision making.
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