Managers run things, but how did they get there and what makes them tick? Managers have been studied to death, but today Senior Correspondent Mike Causey gets...
If you’ve got a genuinely bad boss, whose fault is that and how and why did it happen? Will the next one be better or worse?
Is your leader highly-effective, and a motivator who makes you glad to come to work? Or is he/she indifferent, a tyrant or a tunnel-visioned micro-manager?
First this…
A Friday in mid-summer is not the best time to produce a column, if you want readers. Unless of course it is really bad, chock full of obvious errors are written while the writer is off his meds. As many are. Then you don’t want readers.
But whether your target audience is busy, bored, distracted or away, Fridays in July and August are generally fuggedaboutit dead zones. Unless, apparently, the subject is an official good boss/bad boss report.
The subject of the Merit Systems Protection Board report was the quality (or lack of same) of first-line managers. It generated lots of worth reading reader feedback. Like so:
“With the high rate of unemployment many public and private organizations will frequently tell their employees one way or another that ‘you are lucky to have a job’ and ‘if you don’t like the work situation, leave and we will find someone else to put on the payroll while you figure out how to pay your bills because you will be unemployed forever.’ This is known as a ‘management by fear’ work environment which is almost as popular now as back when survivors of the Great Depression comprised a large chunk of the workforce.
“Returning to the quandary of our adequate but not great former employee who is now a micromanaging supervisor, if the truly outstanding employee had been promoted to supervisor then the problem for the organization would be finding someone else to perform at that high level as a worker bee in processing the organization’s daily workload. In short, in too many situations it is not in the organization’s interest to promote the truly outstanding employee to supervisor because that action would negatively affect the organization’s performance of its mission without the outstanding employee as a worker bee.” OPM Vet
You have virtually no recourse against this.
Power corrupts; absolute power corrupts absolutely. So we are told, right?
The universe is about relationships, not about getting work done.” D at SSA
Financial Security How To
That’s the subject of today’s For Your Benefit radio show (www.federalnewsradio.com or WFED 1500 AM). It starts at 10 am. EDT. Hosts Bob Leins and federal benefits specialist John Elliott will be joined by Michael Herndon, Manager of Financial Security, AARP Education and Outreach Department. They’ll talk about how to make sure your assets will last through the retirement years.
To reach me: mcausey@federalnewsradio.com
Nearly Useless Factoid
by Suzanne Kubota
Established in 1798, the U.S. Marine Corps Band is the oldest professional musical organization in the country. Salute!
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