The way to operate productive management

I am sad. The printer has remain not been installed and my chair is broken at present. The matter with this place is that it is breaking up. My boss is good, but has no idea what is happening. That new person that began last week,who nobody disturbed to bring in,has been provided a work that has no opinion the way to do,why didn’t they simply ask me? I could have told them that a new set of drawings have been issued so even if he did know what he was doing the drawings he is using are obsolete anyway. I have no idea why I disturb turning up sometimes.

I went for a drink with serveral of the people last night after work. Nobody is happy and tells Sally the accounts was just enough to think and to seek an increase, and if not give it, it closes. The management ( Public Relations Melbourne ) here just don’t have a clue, we are haemorrhaging money through our inefficiencies and they think that sending out memo’s telling us that they are introducing new procedures for claiming expenses is going to make a difference – whoopee do.

I think I will ask pay rise, if Sally accounts can take me. And as a result,it continues on. These are the sort of thoughts that start to play on the minds of individuals when a company looses touch with their employees; the broken chair, the lack of appreciation, the blaming of ‘management’ ( PR agency ) , even questioning the futility of what they are doing.

Minor problems fixed and a cynical and destructive developed. Can you be sure that it isn’t going on right now in your organisation? Social incidents outside the office become nothing more than a forum for complaints and pessimitically increases among people who feel powerless to have an impact on change. Dissatisfaction will often synthesise into a demand for an increase in remuneration, as though like a cheap fix more money will momentarily lessen the pain. Left by management, undiscovered and unaware, the concern’s of this employee will inevitable find solace with their colleagues own individual concerns, where the only common demand will be for an increase in remuneration, more paid holidays and a reduction in working hours, all of which will not fix the broken chair, ensure that new personnel are in future properly introduced, trained and managed nor help management ( Publicity PR ) identify areas of inefficiency. Organisations have a habit of compartmentalising people, either physically through offices, cubicles and workstations but also in terms of responsibility.

With effective and strong management to support this structure it can be productive, but as an organisation grows, and weak or inappropriate management infiltrates the management chain, it is inevitable that cracks will begin to appear.

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