I Thought I Knew What good management was Article

I Thought I Knew What good management was - Article Example Any type of supervision that would give the manager authority, respect and trust over the long run. It was only through attitude surveys and interviews that the manager was able to see what was causing psychological or social problems. This showed that it was difficult to know what was really creating problems between successful relationship development or gain dedication to the SFD business goals. Peace (2001) discusses many different false rumors spreading through the business which was guiding certain employee behaviors. There was also resistance to change making it even more difficult to come up with a business strategy that would gain employee commitment. The first thing that the author had to do was get to the root of what was creating SFD problems in the first place. This was not an easy task because of the poor organizational culture at SFD. Not much as far as leading with an HR focus could be done because of these values of being informal, problems with managers not wanting to discuss their emotions, and problems with breaking down barriers to good communication. Peace (2001) was having difficulties changing the organizational culture for one that would be flexible and also motivated to get results of the new strategic plan. The manager at SFD learned a great deal about how to well manage people, using positive words and less autocratic management styles. What the people in the article needed was a manager that would give consideration to human relations, but also see when employee emotional responses. As said before, it was during a time period where culture was different to today, but does show that companies need to have a solid strategic plan before they can even begin to identify cultural development. Letting employees and junior managers in the organization communicate directly for shared control brought a good satisfaction and changes of attitudes. One of the biggest learning