Ineffective Management Essay Example

his staff and unfortunately he/she does not show the way to employees.

People are internally motivated and when ineffective managers fail to coach and evaluate the results of the people’s efforts it hinders the employees from improving their processes. This cumulates into unmotivated, resentful and unproductive employees and in turn hurt the company they are employed by. The manager who ineffectively utilizes the directing management style tends to provide too much direction otherwise known as micromanaging. He may not realize his direction is insulting to a competent, secure, self-directed staff member. Lack of trust is the first element evident during this damaging management style.

This manager only gives out superficial, simplistic, and unappealing, tasks. It tends to be transparent these micromanagers may feel insecure and uncertain about his/her own job. Additionally, this type of manager focuses on the intricate details of every task in lieu of the final complete product, what ever it might be. Micromanaging tends to disempower the employee by suffocating any opportunity to shine and a disempowered employee is an ineffective one. Directive management is intended to be used as a tool not a demoralizing and debilitating weapon.

Micromanagers prevent employees from making; and taking responsibility for their own decisions. But it's precisely the process of making decisions, and living with the consequences, that causes people to grow and improve. The team work manager could be ineffectual if the input of the employees is not valued. The premise behind this management style is balance among the team, but if there is no flexibility it tends to fail miserably. When the manager can not transition from a control position to one of instruction and guidance, team

work will not flourish.

Also, when the manager has chosen team is compromised of individuals who are not diverse there is going to be a stalemate on new ideas which is blatantly ineffective. The diversity of knowledge, talent, experiences and background cannot be left out of the mix because it effects the future of the employee and employer alike. Another result of ineffective team work management skill is dissention; especially if the team members dedication and hard work are not recognized because the team leader has belittled their work.

While some employees state they do not care about recognition, there are some that feel validated in regards to their portion of the team work. The team work management style is limited when the manager does not have respect for individuals or confidence in the team’s members capabilities. If the manager is not open to the members sharing their skill and knowledge, that in turn will lead to diminished participation. On the end of the spectrum, the manager cannot forget everyone depends on the group and vice versa. If the team has pulled ogether and produced superior ideas and product and the manager takes sole responsibility for the work.

These examples all portray the ineffectiveness of this type of management. After reading and participating in several surveys; the ineffective or “bad” managers’ posses one or more of the following attributes listed. The top five complaints were (not in any ranking order):

•Manager uses disciplinary measures inappropriately when simple, positive communication would correct the problem. Reactive versus being proactive. Manager lacks training and is so overwhelmed with his job requirements that he can’t provide support for you. •Manager rewards “brownnosers” and

show favoritisms to certain employees and cover up and make excuses for the incompetent favorites. •Manager speaks loudly, rudely, one-sidedly to staff; they don't provide the time for staff to respond to accusations and comments. They intimidate people and “bully” staff. •Manager fails to communicate, and may not even have, expectations, timelines or goals. Frequently leaving employees off-balance; changes expectations and deadlines frequently.

Stress caused by these workplace settings starts with a lack of faith in leadership, lack of performance and on top of that you can add: self-doubt, job insecurity, uncertainty, and reduced passion and enjoyment for the work. General dissatisfaction with managers can be greatly reduced by companies developing their managers both through development and support programs, as well as training when people reach management level. Not only can this make a difference to business performance but also to staff retention rates. As we all know, people rarely leave a job - they leave their boss.