Joel Spolsky, of Joel On Software, has a series on management styles. He details three styles of management: Command and Control, Econ 101, and Identity.
Command and Control is where management dictates everything that
happens. Econ 101 is where management uses economic incentives to get
the right behavior. Identity is getting people to do what you want by
making them like you, personally. These are all straw men and no one
really uses only one style but they are useful to understand and help to
shape a good mixture of styles. The command and control model, at its
extreme, is micromanagement. It doesn't allow for any innovation in the
leaf nodes. The polar opposite is Econ 101 where the management
identifies some outcomes and pays people to achieve them. It does not,
however, give much instruction on how to achieve that. Identity is
getting people to like you and the organization so they'll do what is
best. This has a similar pitfall as Econ 101 in that it doesn't
necessitate helping employees.
The best solution is a mixture. Some people are motivated by money
and rewarding people economically for contributing to the company can
help them. That cannot be the only motivation, however. Internal
motivation can be an even more powerful motivator. If people like
you, they'll give you their best. If people are excited about the
company's direction, they'll give it their all. A little command and
control can be useful too. It helps to give the team more than
direction. A very experienced team can get by with only direction but
most teams have inexperienced people and they will benefit from being
told how to get things done. The important thing is to make sure the
instruction is done with an eye to making an independent worker rather
than just getting the immidiate work done. One of the biggest jobs of a
manager is to grow his or her team. Helping the team mature will help
the individuals on the team but also help the output of the whole team.
http://blogs.msdn.com/b/steverowe/archive/2006/08/26/725560.aspx
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