|
Step 7 - Lack of Goals, Direction, and Objectives |
|
|
|
Another step in creating organizational dysfunction is failure to state clearly the goals, direction, and objectives of the organization.
This is actually a very easy step because, much like not listening, it involves very little effort on the manager’s part.
Employees left in the dark on organizational objectives and direction
feel as effective as a single paddle on a cruise ship. Without knowing
where the ship is headed and not knowing if anyone else is paddling in
the same direction, an employee can quickly become demoralized and
demotivated. Teamwork can fall apart since different employees have
differing ideas on the right direction to row. Employees need to know
what the direction is and how the objectives are measured. Only then
will they feel like their daily efforts are contributing to the
collective goals. But the Crass Captain doesn’t bother himself with
making employees feel like their efforts are worth anything, so why
would he provide clear direction?
Better yet is when the manager exhibits inconsistent behavior regarding
objectives and policy. This technique takes on two major forms. First
is when the manager states the he and the organization are trying to
accomplish one thing, but his actions are in direct conflict with the
accomplishment of the said goals. The second is when the leader says
that certain policy and behavior is expected, but he rewards
contradictory behavior and behaves in a contradictory way himself.
Confusion is created and resentment of other employees and the manager
follow closely. Before long, the employees are fighting among
themselves and everyone loves coming to work each day.
The resulting frustration ranges from resentment and apathy to
infighting and blaming. When company objectives are not met and the
shareholders are upset, the manager wonders why.
|
|
|
Dysfunctional Management - 12 Steps 