It is very interesting to read this article. I feel it is very much true about points discuss from the article regarding how managers drive performance in the real world. “Lean but still Stand”. The business strategy and culture are not something that middle-level manager can change directly, business strategy is usually formed by owner or the top management team, and the middle managers have less influential power. The culture forms by many employees with the similar behaviors, the middle manager have more influential power to people under, other than employees in the cross units. Anyhow, middle manager behaves as interpreter with filter, and a communicator. Manager does not usually report to the executive the whole things that happens to his/her department; in the same talking, manager does not pass through completed message that comes from top management for subset employee to avoid further explanations and questions and time spend on discussion. The manager only gives enough information to keep project rolling and motivating employees to accomplish objective goal sooner with a possible lower cost. Mid-manager could use strategy of rotate employees on different positions, cross training, and push the boundary of limit for achieving the goal that set by top management team.
Do you have a well-Designed Organization?
I think it may be difficult for an organization to have all those elements at the same time and they are in the optimism condition. But, it is a must to have at least some of elements of a company is well designed and organized. For some large cooperation and have many decentralized business units, sharing resource or linked tangible resources see...
... middle of paper ...
...to perform this duty on the shop floor, and production workers usually need to keep work flow moving and no time something extra. The chance of floor employee to complete the annual survey is not super high if the management does not set aside the time frame for them to accomplish the survey. It will be very difficult for employees at bottom of pyramid to have time for freely express their thoughts at work. Other companies have their employees buy the company stocks and hold the quarterly stakeholders meeting via phone or online. The management fails to explain why stock value declaims and further decisions to bring it back up. It is like we have a meeting just because there is a scheduled meeting. That is not helpful in employee engagement process, unfair process to employees, and especially unfair to employees who do the ground, fundamental works for the company.
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