Naturally, the purpose of leadership is to facilitate a better management of the operations of the organisation in order to attain the desired outcome. Easy as it sounds, it actually entails numerous challenges. Effective leadership / management consist in a well-structured hierarchy, proper allocation of work and responsibility, skilled workforce, speed and innovation.

Management directors often fail to produce novel results, change mentalities, re-evaluate old cultures or modify the operations and enhance performance of an organisation. More often than not, new directors and managers merely make superficial changes, or agree to their peers’ demands and proposals in order to shape harmonious relations.

Inefficient directors, rigid policies, as well as individuals who hesitate to challenge their colleagues but rather mind other people’s opinion more than the common interest have, led to the creation of a new age of managers; the ones who manage the organisation with or without the consent of the leader. Thinking of their own personal benefits, these managers carry the wrong messages, much to the rest of the employees’ discomfort. Therefore, new management styles have been created, some of which are included below:

  • MANAGING BY DELEGATION TO THE SECRETARY

These managers just delegate everything to the secretary, thinking that if the latter is good, they will know what they must do.

  • MANAGING BY KNOWING NOTHING

These managers don’t really know anything at all. They let YOU give answers. Meanwhile they fill the time with nice anecdotes which are absolutely irrelevant.

  • MANAGING BY HIDING INFORMATION

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