Posted on January 3, 2010.
How do we manage?
"The direction is more of a benevolent dictatorship as opposed to a democracy".
- Bryce Law
INTRODUCTION
I hit evidently a nerve in little of my recent bulletins, in particular:
46 - The Death of Direction - October 17, 2005
http://www.phmainstreet.com/mba/ss051017.pdf
47 - The Direction of Education of the children - October 24, 2005
http://www.phmainstreet.com/mba/ss051024.pdf
48 - The First Thing that We Do, We Allow of Kill all the Meters of Bean - October 31, 2005
http://www.phmainstreet.com/mba/ss051031.pdf
I want to thank those of you that flooded my line e-mail and
replied to my blog with your commentaries and to the observations according to
These items. Of your remarks, it seems as there is the small direction
is applied in the sector of Technology of Information or in the of business
The world usually. I refer myself while joking to the absence of direction in
the work place as the Theory Zero (0), but maybe it this is the time to revisit the three
The admitted theories of direction and sees what is used in fact.
THE THREE THEORIES OF DIRECTION
Before we begin, did not leave forgets us that all our actions are based
On the human perceptions, themselves they are true of erroneous one. Therefore, the
three theories of direction are based on the perceptions, for example, how we
Perceive the character of our workers. If we believe that the effective people or will react
to the certain positions in a specific manner, we will use this in our direction
Philosophy, the being the brutal force, the carrot-and-the stick, or allow freewill. Of
this basis, we to allow considering how the three theories apply:
X OF THEORIE ("the Authoritarian Direction") - This is diverted from "Scientific
The direction," a concept the more better illustrated by the studies of the scientific organization of the work of a
The nineteenth last century engineer industrial named Frederick W.
Taylor. Taylor observed the workers under his check to the Midvale
Steel business brought to Philadelphia their clean ones peel to work nonetheless
Of what gauges piles of coal they would have the peels. It suggested to
the direction that the business furnishes of the peel corresponding to the size
and the weight of the individual load, increasing thus the total quantity
Of coal that every worker can the peels in a day. Effectiveness and the production,
The angular rock of X of Theory, took to the chain of mounting and to the industrial production.
The philosophy of style of direction of X of Theory is based on the view of
the human nature as:
The people have a natural aversion to work.
The people need to be constrained, to be checked, and to be threatened with
the punishment to obtain to put them the forward sufficient effort towards
The accomplishment of objectives of business.
The average person prefers to be directed, the wishes to avoid
The responsibility, has the small ambition, and wants the security more.
The theoreticians ask now how much this behavior describes is
the inherent human nature and is how much the behavior learn from
The employers that manage with these assumptions. Maybe it
The assumptions become valid automatically: the workers that always are
treated by an authoritarian direction as themselves they were lazy,
Have tendency itself to include as that.
There OF THEORIE ("the Participative Direction") - most of the observers consent that
the philosophy of direction of THERE of Theory was diverted from a collection of
the experiences in the 1930 to the Hawthorne Electronique of the west Work
To Chicago. The employees had been divided in two groups: a group of "test"
that worked under to change conditions of lighting and a group of "checks"
That worked under the constant lighting. When the group of test
the light conditions improved, their productivity increased, as
Foreseen. But which mystified researchers was a similar jump in
The productivity when the illumination worsened. To compose the
the mystery, the production of the group of check is increased when the group of test
To does. It was concluded that the two groups felt that the direction gave
the the special and if replied attention with improved
Execution. This discovery of direction of human relations was
There. called Theory.
The assumptions of THERE of theory represent an a lot more positive one
the evaluation of human behavior and generated the thousands
of mentoring and of direction inducing programs in the 1960 and
70's, the goals would have of which to help directors change their
the assumptions of human nature of a X of Theory to a THERE of Theory
Perspective. The basic premises of THERE of Theory include:
The expenditure of physical and mental effort in the work is as
Natural as the game or rests.
The check and the external threat of punishment are not the only one
The means to provoke effort towards the business objectives.
The people will exercise the oneself direction and the self-control to
Attain objectives they find important.
The engagement to the objectives is in reward proportion
Associated with their accomplishment.
The average human is learns under the correct conditions not
Only to accept but to look for the responsibility.
The capacity to exercise a comparatively high degree of
the imagination, ingenuousness, and the imagination in to resolve work
The problems widely are, no little, present in the population.
Under the industrial modern life conditions, the
The strength of brain of the average human partially only is used.
Z OF THEORIE ("Engagement of Group") - Z of Theory was introduced in
1981 by the Professor of UCLA Dr. William Ouchi in his book of the same
http://www.amazon.com/exec/obidos/tg/detail/-/0201055244/002-7460060-7215220?v=glance
Name. The this is based on the observations of Ouchi of Japanese direction
The time practices. Basically, Z of Theory promotes the employee
the participation in the taken one of decision, increasing of this manner their motivation
And the productivity. This direction style underlines the long range
The planning, the decision agreed doing, and the loyalty of neuter employed worker.
Ouchi concludes that the Japanese directors obtained more outside
their employees that their American directors because the entire structure
Of Japanese corporation encourages confidence and the cooperation mutual insurance companies. This
direction philosophy is based on the following assumptions:
In the long term, even the time of life, the job is foreseen by the two
Directors and employed.
The employees need liberty and occasion of "to grow".
The decisions should be the group decisions implying workers and
Directors.
The subordinate ones are entire people to the work (in contrast to is
To thought about as entitles unities of production).
The direction has a wide worry for the well-being of subordinate one.
The open communication, the two and horizontally, is vertically the norm.
There is confidence completes among the groups and the individuals because
They have the same objectives - the organization voucher.
The cooperation, not the competition, is the basis for relations
In the business.
We directed matters since 1976 and let us have at Japan
Z personally of Theory seen in the action. For example, when we sold our
The Methodologies of "FIERTE" to Japan, we would have the brand several
the sale presentations to an only business in the order for all the affected parties
to attain an agreement if this was the correct course of action
For the business to follow. After several months of deliberations, we
At last would obtain a contract. Contrast this to the American businesses where we
would do an only presentation of sales to the general and close direction
On the sale in some days or in the weeks. Nevertheless, to the credit of the Japanese,
because everyone approved the purchase, they did an effort
With success to install and use it; themselves they failed, they would be humiliated. West
the directors, on the other hand, would push the product down below people
the throats (one the X of Theory), of this manner the methodologies were looked at as will
Of an only person and not the business usually. Therefore, when the
The director left the business, the "FIERTE" followed soon behind.
IS wHICH BETTER?
Most of the directors favor X of Theory, of others THERE. of Theory. Someone go in all probability to become
The directors of Z of theory. More nevertheless to use some combination of the three. There
do not be any style "just" of direction because the fitting style depends on
The people type employ you and the matter type that you run.
But which is the current tendency? During the second half of the twentieth century
There was a defined movement of X of Theory to THERE. of Theory. But now it appears
The clock balances itself return to X. of Theory. As mentioned in my "the meter of Bean"
the item, mentoring and the employee inducing programs (an angular rock of THERE of Theory) is
Gradually is eliminated as a means of cutting of the costs. More, under the "the Education of the children
The direction" the scenario, the youngest employees need strongly more check
And the direction, that himself ready to a philosophy of X of Theory.
Same Z of Theory shows to the Japan of the signs of erosion. Although the Japanese
the economy ran well in the 1980, it strongly slowed down on the last one
fifteen years, causing the Japanese to rethink how they compete and
Direct matters in a quick world-wide economy. The Japanese directors go counts
they not longer has the luxury of expectation of the months to do a group decision
and although they wish to always be loyal to the manpower, they go certain account
The sacrifices are inevitable. More, thanks to Hollywood and thanks to Internet, younger
The Japanese workers leaves not longer them same values as their predecessors. Frankly,
They took a lot of bad habits of work of their counterparts of the west. Concepts
as the job to life, as the business loyalty, and as the constant work evaporates slowly
Japanese matters cultivates.
OF RETURN HAS PERCEPTIONS
How we elect of others to manage or how we elect to be managed is based on our
Perceptions. For example, if we believe a person to be lazy, we will apply
A style of X of Theory of direction. But if we believe that the people are responsible,
Take the initiative, and are succeeded, then the Theories THERE and Z are used.
As I mentioned in "the Direction of Education of the children," a generation ditch emerged
Between the direction and the last generation of workers. Direction
perceives the young workers of today as more immature, more disrupted, unrulier,
And avoid the responsibility. If this is true or is not without importance. The this is perceptions
This account. Because of this, it should come as no small prodigy that X of Theory
The direction practices are on the increase again.
For these younger workers that also are frustrated with the direction as
the direction is with you, the only counsel that I can offer is that you done one
the collective effort to improve your interpersonal relations/communications
Competences. If you put in attic does not import what of this item, the this is that the appearances
Are extremely important. Your physical appearance, the forms of speech and
Direct all game a significant role in how you perceived by the direction. Are
you someone that is brilliant but does not know to apply your competences, or do
Do you have a professional experience proved for the execution? In of other terms, the this is
The time to growing. As the President Calvin Coolidge observed years there is:
"Nothing in the world can replace the persistence.
The talent will not do; nothing is the than fruitless more common men
With the talent. The genius will not do; unrewarded the genius is almost one
Proverb. The education will not do; the world is full of instruct
Abandoned. The persistence and the determination are omnipotent only.
The slogan 'the Press On' has resolved and always will resolve the
The problems of the human race".
CONCLUSION
The direction is more of a benevolent dictatorship as opposed to a democracy. It
Work according to its own whims. If the direction wants to be tyrannique, it
Will. If it wants to allow participation to the group, it will do. And if it elects not anything to do,
It will do. But to understand this, the direction style is based on which the director
Believes is good for the business and how they perceive their workers. Sometimes
The direction actions will seem strange and without the reason. But there
can be some very rational reasons for uses such, maybe for strategic or
Tactical goals. There is small the worker can do in this considers aside of
The mutiny, that is rarely the correct decision. To overcome this problem,
It falls the direction to promote the loyalty and the faith in the judgement.
The direction is human relations, not the numbers. If a director holds itself ready a
the worker in front of the adversity, in all probability it will construct a voucher
The employee for the business future. In the return, the employee should engage
The fidelity to the director. The years there is, I recall The Matthies, the legendary one
"The most oldest person of Systems," taught me that a man always should be loyal to his director
While it is in his job. If the worker does not like the director, it has
Or bend his language or obtain out. Only after the worker left, has it speaks
The losses of his director and even then it should reflect to two times doing if.
The result, the style of the director of direction is based on its perceptions
Of its workers, just or bad. If the worker believes that it is not treated
Enough maybe it this is the time to reconsider his relation with the director. And
This redexamen begins to the mirror. You to do executes enough work to just
Obtains by or do you strive to attain yourself? Do prefers to have said you which to do or are you
Did very motivate? Are you getting dressed with appropriate? And your speech form
And the maniedrismes? The habits? To remember, we as the humans be follow our
Perceptions. The need to know where you enter the business? Ask
You, "am How I perceived"?
For additional the news on the Theories X, THERE, and Z, see:
http://www.businessballs.com/mcgregor.htm
