Brushfire of Freedom
The Conservative Cowboy
Welcome back for part two of my rant on why feelings need to stay out of management roles, in the workplace and especially in public office.
To start though I want to make sure that no one took last weeks post as anything against women in the workplace. I want to clarify that I know very many women that are great managers, my mother is one of them, there are also men in the workplace that manage with feelings instead of logic, our president for example.
Now with that out of the way I want to explain why productivity slips when managers use feeling to dictate their actions. The first and most obvious point is that it is easy to take advantage of a “feeler”, excuses that pull at their heart seem to always work. There also seems to be quite a bit of favoritism with “feeling managers” their buddies will always get the benefit of the doubt, first crack at promotions, etc. Now for those of you shaking your heads, because there are laws against that, quit shaking them because it happens every day in all sorts of industries. You heard me right more laws do not solve the problem they just create more inventive ways for people to get around those laws (that is a whole other post that might be coming later). So aside from favoritism and bending rules the major concern for me with having “feelers” at the helm is that emotion simply breeds unproductive workers because their mind is elsewhere or blinded by the emotion dictating their actions at that present moment.
Now before you call me a cold SOB let me tell you what I think makes a good manager. First of all you have to have some empathy for your employee’s whether it is genuine or a façade, the people you are managing must feel important and connected. The workers all have to have clear objectives spelled out for them, now I am not talking about holding their hand through every aspect of their job but there needs to be a high level goal. A manager must also give the employee’s the resources to achieve their goals, and finally they must reward their employees when they reach their goal. By doing all of these things that employee can actually develop and grow, and that is besides productivity what a manager should be doing. Now all of these aspects boil down to productivity and productivity boils down to the bottom line, a happy employee works harder, and an employee with a goal and a reward for that goal actually want to go to work. That is why unions and government businesses fail. They have no motivation, produce a product or don’t produce a product they still get paid.
I could spend the rest of the night and all day tomorrow giving you all examples of how none of this is being done in out executive or legislative branches right now but I will let you form your own conclusions.
A little piece of advice, leave your feelings at home, it is not your visa card!
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