I think that people should earn the RIGHT TO MANAGE. There are so many bad managers out there creating havoc in organizations. Somehow the selection process is not weeding them out.
A few years ago I had the pleasure of meeting Kenneth Cloke and Joan Goldsmith. They were teaching a workshop on conflict resolution at the Justice Institute in New Westminster. At the end of the workshop they gave each of us a book that they had written called The End of Management and the Rise of Organizational Democracy.
Can you imagine working in a democratic organization? Would that mean that we would “elect” our leaders as we do in our communities? What a concept!
I’ve heard it said that leaders depend on having followers and that people only follow leaders that they admire and respect. This is not a relationship that can be coerced.
In North America we pride ourselves on our democratic governments BUT the idea of democratizing our workplaces is not widely talked about.
In my last post I talked about the difference between organizations and communities. Organizations are structured as to manage (control) people’s behavior. Communities form around common needs/interests. Communities need forms of control too but we’ll have to leave that for another discussion.
Cloke and Goldsmith have some interesting propositions. “We disagree that managers are essential to the work process, that we need them to get employees to work responsibly, and that it is impossible to solve problems or get anything done without them.”
They continue by stating, “All forms of managing other people’s work hinder their responsiblity, creativity, flexibility, responsiveness, and growth, even in small subtle ways. They prevent employees from being deeply connected and passionate about their work and keep them in a state of child-like dependence”.
Even though I like what Cloke and Goldsmith have to say I’m not sure that the workplace is ready for workers to stand up and take responsibility. Some of us are but a great many people are happy with the status quo, even though they may complain loudly.. about poor management.
The unhealthy dynamic between management and workers dates back over a hundred years and although a great many books have been written suggesting ways to change this power imbalance the status quo is slow to change.
Many of today’s managers have been influenced by the work of Douglas McGregor. McGregor’s approach to management is commonly referred to as Theory X and Theory Y.
Managers who are influenced by Theory X believe that people are naturally lazy and that they work mostly for money and status rewards.
On the other hand, managers who are influenced by Theory Y believe that people are naturally interested in setting goals and achieving them and that they take pride in their achievements in all areas of their lives.
What do you think? Are people naturally lazy and in need of strong managment or are people ready for a more democratic style of organization?
Lesley
