Gary Hamel – First, let’s fire all the managers

Beste allen,

In het Rijnlandse praktijkboekje verwijzen Jaap en Mathieu naar het artikel “First, let’s fire all the managers” van Gary Hamel. Voor diegenen die het nog niet gelezen hebben en wel geïnteresseerd zijn, heb ik het artikel toegevoegd.

Ruud Plomp

Om het lezen te stimuleren heb ik maar eens het volgende tabelletje gemaakt:

Advantages Disadvantages
greater initiative
Employees are proactive because they have the freedom to act. They are also willing to help colleagues because it increases their reputational capital.
tougher adjustment
Self-management doesn’t suit everyone. Employees who’ve worked all their lives in hierarchical organizations may not be able to cope.
deeper expertise
Because everyone is responsible for the quality of his or her work, employees are forced to invest in developing their skills.
longer induction
It takes time to fit in. New employees may need a year or more to become fully functional in the system.
increased flexibility
Employees respond rapidly, coming together in teams to tackle challenges and to experiment with new ideas.
accountability challenges
If employees fail to deliver a strong message to colleagues who don’t meet expectations, self-management can become a conspiracy of mediocrity.
more collegiality
Backstabbing, politicking, and sycophantic behaviors drop dramatically when employees stop competing for promotions.
business growth
Though Morning Star continues to grow faster than the industry average, they are wary of diluting the company’s culture—a concern that makes them reluctant to acquire companies. Although Morning Star has been looking for ways to expand, it has so far resisted the urge to trade away its management advantage for even faster growth.
better decisions
By pushing expertise down to the front lines, rather than escalating decisions, self-management promotes smarter, faster decisions.
personal growth
Without a corporate ladder to climb, employees find it difficult to evaluate their progress relative to peers. that can become a handicap when someone wants to switch companies.
higher loyalty
Few employees leave to join rivals, and even temporary workers are dedicated to the organization.
lower costs
Having no managers reduces head count and wage costs. The savings can be used to pay better salaries to everyone and to fuel growth.

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