Power tends to Corrupt


Work is done by those who understand what they do not manage and dominated by those who manage what they do not understand.
-- Putt's Law



The American ethos is realistic about human corruptibility. The Constitution codifies a system of checks and balances based on the principle that unconstrained power tends to be abused. Puritan notions and the framers knowledge of history went into the separation of powers that is now considered to be integral to sound governance. Neglect of both the premises and the principle of constraint in corporate management has made business entities into hierarchies of self-serving ambition in an environment of intimidation and counterproductive, networked incompetence. Business has become the domain of an aristocracy. Nearly every working person contends with the resulting dysfunction on a daily basis. Working dangerously is to acknowledge the pervasiveness of bad management while trying to remain employed.

Turn the other cheek and read this blog for perspective. It's cheaper than a psychiatrist.


Monday, May 16, 2011

Performance Review

If the annual review were turned upside down, and employees reviewed their employers instead of being reviewed, many, possibly most, employees would have to report weak, or errant management practices, incompetent execution in critical business functions, erratic or uninformed decision making, poor communication about key deliverables, managerial incompetence in core technologies, counterproductive, arbitrary actions, refusal to take feedback and correction, intimidation or legally actionable tolerance of harassment of some employees by others, many of whom have management authority, misallocation of resources and rewards, ostentatious indulgence, needless expensing of luxuries, cover-ups, obfuscations, even sabotage when it serves the ambition of some factions within the enterprise.  How long can mismanagement within corporate hierarchies continue before employees resign and customers revolt against business entities that do not meet commitments or produce at required levels?  The answer to this absurd rhetorical question, for me, is that the fifty-thousand-dollar contract for a roof on my house that I signed last week, now seems as important as saving my  soul.
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2 comments:

  1. UnknownMay 18, 2011 at 2:10 AM

    very, very thought provoking!

    being a business leader myself, i find that it requires great patience to teach ones staff that they can review you without it negatively impacting their salary or place in the office.

    subordination has for so long dominated our culture that tipping it the other way is completely counter-intuitive.

    i find that what often works better than directly reversing the review process, that by empowering people to take responsibility for actions in their roles brings about the same result. but it takes time. dedicated time and feedback to achieve this.

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  2. Michael DodaroMay 18, 2011 at 2:16 PM

    You are exceptional in my estimation, and I’d be willing to bet that you have to contend with other managers who prefer not to hear bad news and shoot the messenger if any arrives. Nonetheless, it is good to know that you feel as you do and that you have survived against the networks of obfuscation.

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