A few years ago, I overheard a conversation between two co-workers who were complaining about our boss.
"Manager X never asks us for any input but instead barks orders and talks down to us as though she is 'holding court'," complained Employee A.
"Our input doesn't matter. We are here to do a job. I just do what I am told while waiting for five o'clock to roll around," responded Employee B.
It was at that precise time that Employee C walked by and whispered "sounds like the Indians aren't too happy with their Chief."
That was the first time I had ever heard the analogy but not the last time I would refer to it. Over the years there have been many different instances, both in professional and academic settings, that have reminded me of Employee C's statement.
I knew that the underlying problem was the management style of this particular manager. As a result, her employees were losing faith and respect in their leader. At the same time, they were forgetting who was the boss.
Whether managing a team project or an entire staff, there are certain levels of understanding that must be adhered to in order to effectively get the job done. Regardless of the setting, if the core management principals are followed, the outcome will more than likely be a success.
By the way, I just happen to be one of those individuals who believe that a Chief is only as good as its Indians, and not the opposite............
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"Manager X never asks us for any input but instead barks orders and talks down to us as though she is 'holding court'," complained Employee A.
"Our input doesn't matter. We are here to do a job. I just do what I am told while waiting for five o'clock to roll around," responded Employee B.
It was at that precise time that Employee C walked by and whispered "sounds like the Indians aren't too happy with their Chief."
That was the first time I had ever heard the analogy but not the last time I would refer to it. Over the years there have been many different instances, both in professional and academic settings, that have reminded me of Employee C's statement.
I knew that the underlying problem was the management style of this particular manager. As a result, her employees were losing faith and respect in their leader. At the same time, they were forgetting who was the boss.
Whether managing a team project or an entire staff, there are certain levels of understanding that must be adhered to in order to effectively get the job done. Regardless of the setting, if the core management principals are followed, the outcome will more than likely be a success.
By the way, I just happen to be one of those individuals who believe that a Chief is only as good as its Indians, and not the opposite............
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Dear Olivia,
ReplyDeleteIn order to manage a team project there must continuous communication. The Leader must make sure that everyone is communicating in order to have a successful team. If the leader feels that their is no communication it must be addressed. Everyone must take an equal part in team work which is what communication is all about.
Michelle,
ReplyDeleteYou are correct. This is exactly what I stated in the powerpoint slideshow that I posted. Everyone has to be on the same page -all members of the team - in order for the manager to be 100% effective.
- CL
Yes, there has to be continuous communication and those who are doing their job will do great in this team. Those who aren't will be dropped so the team can benefit as a whole. Otherwise Carmen, make sure to edit this title as "Carmen O-Who's the Boss?" Instead of "CL Oliva-Who's the Boss?"
ReplyDeleteYou did a great job giving us a story before you show us the powerpoint. I like that you took the initiative to do the extra work. The powerpoint is excellent and very informative. I like how you give examples and not just simply show us the points. Good job Carmen.
Romina
That was an awesome job on the powerpoint! Just wanted to point that out lol. It was extremely informative and not dry at all. I can't even say anything to improve on I found it very useful.
ReplyDeleteNice that you used Flickr, Olivia.
ReplyDelete