Dark Side Of Managing Institutions
Poor Management skills carry long lasting effects and may infect the entire Institution. The results of toxic, misguided leadership reach far and wide. They can even effect employee retention. On the other hand, good management skills positively impact an institution in many ways like reducing turnover, improving morale, and empowering employees to be more productive. Management needs to lead by example and create a positive working environment for employees to perform at their best capacity. Management should not interpret the rules in a biased manner so as to benefit teaching
staff and avoiding non - teaching staff, and should always have a positive approach to solve the issues rather than doing it other way.
Restricting contact between Board and Staff results in suspicion on the part of the Board that the Executive is trying to keep information from the Board and resentment from the Staff. Following guidelines can help Board -Staff contact to safeguard the interest of the Institution.
1. Personal grievances must go through the channels specified in Personnel Policies and within the Directions of the Board.
2. No restrictions on Board - Staff contact but the Director must be informed of such meetings.
3. Institutions should have a Whistle Blower policy to protect staff and to comply with the Law.
4. There needs to be a way for Staff to raise concerns about mismanagement, misuse of power, financial or otherwise and let staff know that Board is open to hear complaints and concerns on such matters. But that should go to Board and not to any Board member. The Board can take up the investigation of accusations by forming a small group of Board to interview Staff on confidential basis, and can decide future course of action.
The following four problems gives a view of negative impact Bad management has and how good management tactics can help solve workplace issues.
1. Avoiding Recognition - When employees are not recognized for their accomplishments or are only criticized for their shortcomings, they don't feel valued and work in a state of fear of making a mistake. This is a common problem. When people are not recognized, they are not motivated. Good management skill include ability to communicate effectively. This ability is not just about delegating. It also encompasses efforts to actively to let employees know they are valued.
2. Running Bad Meetings - This disconnect exists between the Manager's desire to stay in the loop and delegate tasks and the employee's disinterest in attending. Meetings are viewed as a hassle for the staff, who usually have to stop their projects to focus instead on pulling reports, summarizing projects and presenting new/and or sharing opinions. These distractions scatter their focus, effecting their productivity and morale. Good management means identifying which employees attend and which can stay with their current tasks. Don't pull whole Department to discuss a project run by few specialists. Give employee a voice so that they can offer advice on how to improve efficiency of the meeting.
3. Instilling Fear- Bad Managers threatens an employee's job security. Scared workers will use Institution's time to look for new jobs. Their morale is reduced and they stop trusting and respecting the Management teams. Managers tend to assign blame, with hold information and answer questions in a vague, noncommittal ways. Management should create environment on trust and honesty. Employees should not carry around stress caused by wondering if each day is their last.
4. Creating Negative Environment - When Managers commit no - nos, they create a negative working environment. Management should keep policies consistent, treat every one fairly and be "present".
Finally, ensure that employees feel comfortable with a transparent culture encourages teamwork, mutual respect and trust among all organisational levels.
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staff and avoiding non - teaching staff, and should always have a positive approach to solve the issues rather than doing it other way.
Restricting contact between Board and Staff results in suspicion on the part of the Board that the Executive is trying to keep information from the Board and resentment from the Staff. Following guidelines can help Board -Staff contact to safeguard the interest of the Institution.
1. Personal grievances must go through the channels specified in Personnel Policies and within the Directions of the Board.
2. No restrictions on Board - Staff contact but the Director must be informed of such meetings.
3. Institutions should have a Whistle Blower policy to protect staff and to comply with the Law.
4. There needs to be a way for Staff to raise concerns about mismanagement, misuse of power, financial or otherwise and let staff know that Board is open to hear complaints and concerns on such matters. But that should go to Board and not to any Board member. The Board can take up the investigation of accusations by forming a small group of Board to interview Staff on confidential basis, and can decide future course of action.
The following four problems gives a view of negative impact Bad management has and how good management tactics can help solve workplace issues.
1. Avoiding Recognition - When employees are not recognized for their accomplishments or are only criticized for their shortcomings, they don't feel valued and work in a state of fear of making a mistake. This is a common problem. When people are not recognized, they are not motivated. Good management skill include ability to communicate effectively. This ability is not just about delegating. It also encompasses efforts to actively to let employees know they are valued.
2. Running Bad Meetings - This disconnect exists between the Manager's desire to stay in the loop and delegate tasks and the employee's disinterest in attending. Meetings are viewed as a hassle for the staff, who usually have to stop their projects to focus instead on pulling reports, summarizing projects and presenting new/and or sharing opinions. These distractions scatter their focus, effecting their productivity and morale. Good management means identifying which employees attend and which can stay with their current tasks. Don't pull whole Department to discuss a project run by few specialists. Give employee a voice so that they can offer advice on how to improve efficiency of the meeting.
3. Instilling Fear- Bad Managers threatens an employee's job security. Scared workers will use Institution's time to look for new jobs. Their morale is reduced and they stop trusting and respecting the Management teams. Managers tend to assign blame, with hold information and answer questions in a vague, noncommittal ways. Management should create environment on trust and honesty. Employees should not carry around stress caused by wondering if each day is their last.
4. Creating Negative Environment - When Managers commit no - nos, they create a negative working environment. Management should keep policies consistent, treat every one fairly and be "present".
Finally, ensure that employees feel comfortable with a transparent culture encourages teamwork, mutual respect and trust among all organisational levels.
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