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Thursday, July 17, 2008

Manager 2.0 - Part III

In this post, I will discuss the next three items(7-9) listed from the Manager 2.0 diagram listed in the Web 2.0 for Business post. Allow me to first express my gratitude to Kathy Sierra for creating the figure, referenced in Web 2.0 for Business post.

Item seven states: "Employees have autonomy, responsibility, and authority." In this statement, the only word I have issue with is autonomy. In all things, there has to be a leader. No one can operate in pure autonomy. Perhaps a better way of putting this is to say that the employee is empowered to work inside a broad framework, to achieve business goals. To do this, they must be responsible, accountable, and have the authority necessary to direct action. However, authority implies an hierarchy of sorts, so there is conflict. If employees rotate jobs frequently, they may encounter a position that has certain authority, which may suit this model.

Item eight states: "Intrinsic motivation to do really good work." Respectfully, that assumes an inwardly motivated individual, which is not typical of the human condition. Most people don't want to go to work, like the old saying, "I work to live, not live to work." If the work one does is interesting, and provides psychic benefits, then motivation will be high. However, external rewards and incentives are very necessary to set both the tone and to enforce expectations.

Item nine states: "Users are king, but not at the expense of employees." I take issue with this point, to a degree. Customers should always be king, but employees should never be treated unfairly. Companies and management need tools to enable the workforce to serve customers and satisfy their needs. Policies, particularly those meant to meet compliance with external forces, need to be crafted in such a way that compliance brings a benefit to the company and not a hindrance to the employee.

Oh, I put the picture in there because its funny. These things can be kind of dry, but I do have a sense of humor, really.

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