Manager Musings

General Douglas MacArthur led American forces in the Pacific from 1942 to 1945. His 17 questions with regard to leadership have been cited in numerous articles and books on Leadership. So, I believe I am in good company to cite these questions once again:

1. Do I heckle my subordinates or strengthen and encourage them?
2. Do I use moral courage in getting rid of subordinates who have proved themselves beyond doubt to be unfit?
3. Have I done all in my power by encouragement, incentive and spur to salvage the weak and erring?
4. Do I know by NAME and CHARACTER a maximum number of subordinates for whom I am responsible? Do I know them intimately?
5. Am I thoroughly familiar with the technique, necessities, objectives and administration of the job?
6. Do I lose my temper at individuals?
7. Do I act in such a way as to make my individuals want to follow me?
8. Do I delegate tasks that should be mine?
9. Do I arrogate everything to myself and delegate nothing?
10. Do I develop my subordinates by placing on each one as much responsibility as he can stand?
11. Am I interested in the personal welfare of each of my subordinates, as if he were a member of my own family?
12. Have I the calmness of voice and manner to inspire confidence, or am I inclined to irascibility and excitability?
13. Am I inclined to be nice to my superiors and mean to my subordinates?
14. Am I a constant example to my subordinates in character, dress, deportment and courtesy?
15. Is my door open to my subordinates?
16. Do I think more of POSITION (STATUS) than JOB?
17. Do I correct a subordinate in front of others?

(Source: “The West Point Way Of Leadership” by Colonel Larry R Donnithorne)

“Given the economy right now, it’s easy for rumors to get started,” said Dennis Hoppe, owner of New York-based Change Management Implementation, Inc., a consulting firm. “People assume the worst, and in many cases their fears are validated.”

I found this quote from 2003 and it still rings true today. Many experts say that it is a lack of communication that sparks rumors, particularly about the direction a company may be going. I recently went on a cruise to the Bahamas. When I returned, I learned that the General Manager at my company was recently said to have moved on to other opportunities. However, the acting GM that replaced him is well known as the man who transitions companies in a totally new direction or prepares them for a sell-off or shutdown. So, needless to say the rumor mill is in full swing.

Very swiftly, the rumors reached executive levels of management, and senior leaders and their direct reports were given their ‘talking points’. However accurate these talking points may be, the absence of more specific information invites people to make up their own versions of reality. So what do us in middle management do?
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Rumor at Work?

Sitting here discussing different aspects of faith with a friend, then thinking of this business blog, provokes me to ask, “Is the religion of secular humanism the only safe religion to have in the workplace?” If so, how do people of faith assimilate without compromising their faith? When “celebrating diversity” and “political correctness” seems to rule the day, just how does one square these things and maintain their faith?

First, you may ask, “What the heck do you mean-the religion of secular humanism?” In my view, secular humanism is cynical about God and the supernatural and believes that these are not of use for addressing problems. Generally, secularist beliefs emphasize limits on the role of religious or supernatural considerations in the affairs of society or government. Secular humanism may add to these views a broad perspective on life, which includes human dignity and the value of ethics. While these perspectives may have merit, does the suppression
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Is the Religion of Secular Humanism the Only Safe Religion to Have in the Workplace?

According to the Associated Press, retail giant Wal-Mart, has decided to bring back “Christmas” into its marketing strategy after several years of watering down the term. Several others, like Kohl’s, and Macy’s are following suit. Best Buy is not.

So what does this mean? Is political correctness loosing some steam? Is it just a matter of time before other business giants grow some cojones and stop pandering to every little special interest group that comes along and chooses to be offended? Perhaps the day is near that people will decide to stop carrying their feelings on their sleeves and participate in something more productive with their life than being tossed too and fro by their overly active sensitivities.

So, is this giving in to Christianity?
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Political Correctness Takes a Dive?

One of the most easily guaranteed things that will happen globally in businesses is change. Change will be a constant in the global marketplace. I believe the key to survival in these changing times is going to be adaptability. Those businesses and countries that fail to adapt will grow stagnant and fall behind very rapidly. I see global economic change as a true force in shaping business-society relations partly due to the changes that have occurred in Western Europe. The move toward integrating the economies of European nations by standardizing currencies through use of the Euro dollar is evidence of this concept. Additionally, the entrance of new Asian marketplaces to the world market of international trade has also validated the fact that global economic change is a true force in shaping these relationships. Because of the added competition, from emerging markets like Viet Nam, China, the former Soviet Union, and former communist bloc countries of Eastern Europe, we see former economic powers like Japan decline. I also see many free trade zones, such as the Crimean experimental trade zone in the Ukraine, emerging in countries to add favor to this opinion.

As countries move closer and closer to a global marketplace I see more decentralization of power in governments and their role and more of the decision making process being left to
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Change in the Global Marketplace

Recognition comes in many forms. Not all of them need to be monetary. The value of a “Thank You” can be a very powerful motivational tool. It should not be given aimlessly, but a thank you with sincerity is not only inexpensive, but also very effective.

Many workplaces have a notice board. We frequently receive compliments on many of our employees. We have a place on the notification board called the “Kudos Corner”, where we highlight employees that have been commended by our customers. This, along with letters of commendation sent to an employees’ home not only can impact the employee, but also give their family assurance that their loved one is a valued person within the company.
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Rewards and Recognition (part II)

Everyone enjoys receiving praise or recognition for their good work. One of the primary reasons for high turnover in many work environments is simply because the employees do not feel appreciated. The desire to receive praise begins as children and continues throughout our lives.

Recipients of praise get different things from the recognition as we all value different aspects of rewards. However, there are some benefits the recipients recognize. These include
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Recognition and Reward (part 1)