Management Bashing

…seemingly lost to the management bashers is the concept that, if management is the accomplishment of predetermined objectives through others, then it just might be profitable to be the other that accomplishes one or more predetermined objectives for management.

A recent discussion on GaryNorth.com regarding spending more than 40 hours on the job devolved into a commiserating denigration of management. The culmination of the commiseration fest resulted in:

When someone starts managing me, and telling me what to do, who is the age of my youngest child (now grown), there is a certain amount of subdued mental anguish that results.

So this employee is at least middle-aged. The above “mental anguish” – apparent resentment – of being “told what to do” is adolescence at its essence, coupled with a large dose of envy of someone “the age of my youngest child.” The respondent couldn’t keep perspective of the role of the manager (of whatever age) in the context of the thread. Hence, what began as a discussion of compensation issues of working more than 40 hours devolved into management bashing. (The content of the devolved thread something one would expect to encounter on slate.com)

“Management” is the accomplishment of predetermined objectives through others; something management bashers seem unwilling to acknowledge nor recognize, but resent in practice. Yet, those bashers would be lost without someone managing to procure sufficient compensation for those bashers themselves; they want to be paid, but not be told what to do. Note that not having to be told what to do is valued by management, assuming the employee does the correct tasks (as stipulated by those predetermined objectives). Managers, as much as any mature individuals, will tend not to interfere with a well-running system or function. But this requires the employee to understand, agree to, and pursue accomplishment of those predetermined objectives.

Bashing any group, only because it is a group, and not because of any specific group behavior is largely consider poor behavior in other contexts, if not illegal. Yet management bashers seem to have found a haven free of the negative consequences of group bashing, wherein they can run-riot bashing and denigrating that terrible management.

But lost in their expenditure of time and effort required for their self-entertainment of bashing others, is the realization that the management being bashed has better things to do with its time and effort than indulge in the self-entertainment of correcting adolescent behavior; unless that behavior negatively affects accomplishment of those predetermined objectives in the workplace, in which case the behavior becomes a “business issue.”

Also seemingly lost to the management bashers is the concept that, if management is the accomplishment of predetermined objectives through others, then it just might be profitable to be the other that accomplishes one or more predetermined objectives for management. Of course, adopting this concept as an operating principle pretty-much excludes one’s ability to bash management with a straight face. (Read: and remain credible.)

Having worked on each side of the employment bargain, I realized the personal waste of spending time and effort on anything other than working the bargain and causing it to be successful. This focus on causing the bargain to succeed effectively precluded spending time and energy bashing the party on the other side of the bargain. It also did wonders to ensure our integrity.

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