| Step 7 - Lack of Goals, Direction, and Objectives |
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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.
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