We use cookies to provide you with a better experience. By continuing to browse the site you are agreeing to our use of cookies in accordance with our Cookie Policy.
  • ::COVID-19 COVERAGE::
  • INDUSTRY PRESS ROOM
  • ABOUT
  • CONTACT
  • MEDIA FILE
  • Create Account
  • Sign In
  • Sign Out
  • My Account
Free Newsletters
  • MAGAZINE
    • Current Issue
    • Archives
    • Digital Edition
    • Subscribe
    • Newsletters
    • Mobile Apps
  • TRANSPORTATION
  • MATERIAL HANDLING
  • TECHNOLOGY
  • LIFT TRUCKS
  • PODCAST ETC.
    • Podcast
    • Blogs
      • Analytics & Big Data
      • Best Practices
      • Dispatches
      • Empowering Your Performance Edge
      • Logistics Problem Solving
      • One-Off Sound Off
      • Public Sector Logistics
      • Two Sides of the Logistics Coin
      • Submit your blog post
    • Events
    • White Papers
    • Industry Press Room
      • Upload Your News
    • New Products
      • Upload Your Product News
    • Conference Guides
    • Conference Reports
    • Newsletters
    • Mobile Apps
  • DCV-TV
    • DCV-TV 1: News
    • DCV-TV 2: Case Studies
    • DCV-TV 3: Webcasts
    • DCV-TV 4: Viewer Contributed
    • DCV-TV 5: Solution Profiles
    • MODEX 2020
    • Upload Your Video
  • MAGAZINE
    • Current Issue
    • Archives
    • Digital Edition
    • Subscribe
    • Newsletters
    • Mobile Apps
  • TRANSPORTATION
  • MATERIAL HANDLING
  • TECHNOLOGY
  • LIFT TRUCKS
  • PODCAST ETC.
    • Podcast
    • Blogs
      • Analytics & Big Data
      • Best Practices
      • Dispatches
      • Empowering Your Performance Edge
      • Logistics Problem Solving
      • One-Off Sound Off
      • Public Sector Logistics
      • Two Sides of the Logistics Coin
      • Submit your blog post
    • Events
    • White Papers
    • Industry Press Room
      • Upload Your News
    • New Products
      • Upload Your Product News
    • Conference Guides
    • Conference Reports
    • Newsletters
    • Mobile Apps
  • DCV-TV
    • DCV-TV 1: News
    • DCV-TV 2: Case Studies
    • DCV-TV 3: Webcasts
    • DCV-TV 4: Viewer Contributed
    • DCV-TV 5: Solution Profiles
    • MODEX 2020
    • Upload Your Video
Home » fear and loathing in Corporate America
labor pool

fear and loathing in Corporate America

March 1, 2003
Donald Jacobson
No Comments

For decades, we've read the books, gone to the lectures and attended the seminars. Experts like Tom Peters and Ken Blanchard have told us over and over that effective managers serve as leaders and coaches, empowering their staff, nurturing them, guiding them and motivating them.

Then, you go back to your office and reality sets in. It quickly becomes clear that your manager (or his manager) didn't go to the seminar or read the book. Threats come rolling down the chain of command, and you quickly realize that the environment is anything but nurturing.

Perhaps, still aglow from the seminar, you attempt to infect your supervisor with the enthusiasm you feel for these new ideas for raising productivity and morale. With a wave of his hand, he dismisses your suggestions, "Ah, they just say that stuff to sell books. What works in the real world is fear."

So, you do some research, and, to your horror, you find that it appears to be true. The evidence suggests that management by intimidation and threat (MBIT) actually does work—for a while. Businesses that practice MBIT do see increased productivity and employee competency. They report a surge in efficiency from the masses, who fear for their jobs.

But then, the fall out begins. In a short time, two types of employee personalities will begin to emerge.

The first is the drone. Drones have been beaten down (verbally) and threatened to the point where they have no incentive to think independently. They don't care about doing a good job, only about doing a job just well enough to avoid getting fired. There is no joy, no enthusiasm and no loyalty.

The second type of employee created by MBIT is the evolutionary rebel. These employees comply for a while. Then their morale, their productivity and their competence begin to deteriorate. One day, they up and leave, forcing the company to start the hiring and training process all over again.

This may not sound like such a big deal, but large—scale employee turn over actually compromises both a corporation's health and profitability. Yet many companies haven't figured that out . Because it doesn't show up in one particular place on the P&L statement, it's easy to ignore the cost of high turnover. Many simply dismiss it as part of the cost of doing business in these times. But it doesn't have to be that way.

Theodore Roosevelt is quoted as saying; "The best [leader] is the one who has sense enough to pick good [people] to do what he/she wants done, and self-restraint enough to keep from meddling with them while they do it." It makes sense, doesn't it? After all, so much time is spent reviewing resumes, conducting interviews and checking references in order to hire these people. Wouldn't it be logical to then actually let them do the job you hired them to do?

This is a sign of respect, and treating your people with respect does not have a downside. Train them, support them, listen to their ideas, encourage teamwork and give them a pat on the back every now and then. Be a true mentor and groom your best staffers to follow you up the ladder. Give them feed back to encourage them when they do well, and to give them a chance to learn and improve when they don't.

Imagine building company loyalty that is felt from top to bottom. Think what it would be like to have employees who are willing to go that extra mile —those who work smarter, work harder and consistently give their best efforts to the company—staff members who volunteer to work overtime and develop ways to save money. Become a true leader to your staff and your company will win in the long run.

Business Management & Finance
  • Related Articles

    live and in person!

    how to succeed in business despite the office politics

    earning R-E-S-P-E-C-T

Don Jacobson is the president of Optimum Supply Chain Recruiters, a recruiting organization that specializes in the placement of management personnel in the logistics field on a nationwide basis. You can reach him by calling Optimum SCR at (800) 300-7609 or by visiting the firm's Web site, www.OptimumSCR.com.

Recent Articles by Donald Jacobson

Survival strategies for logistics professionals

temporary help for the executive suite

how to deal with survivor's guilt

You must login or register in order to post a comment.

Report Abusive Comment

Most Popular Articles

  • Walmart launches plan to build micro-DCs inside dozens of retail stores

  • Relaxed regulations for drone parcel delivery to take effect in March

  • Gartner survey signals increased investment in resilience over the next two years

  • Increasing Urgency for Vaccine Supplies Drives Launch of New Vaccine Manufacturing Resources on Thomasnet.com

  • What Level of Automation is Right for Your Warehouse?

Now Playing on DCV-TV

8d8b16e1 4a2e 4b15 90bf 18232a1f444a

BulkPak® Innovation—The Future of Supply Chain Sustainability

DCV-TV 4: Viewer Contributed
Durable, sustainable packaging is in high demand. ORBIS BulkPak® containers protect product during picking, assembly, processing, storage and distribution applications in a wide variety of industries. Listen to Bob Nussbaum, Director of Engineering, Ryan Klement, Senior Product Manager, and Bill Gregg, VP of...

FEATURED WHITE PAPERS

  • Time to rethink your lift truck power

  • Warehouse Management System Project Toolkit

  • Solving Talent Management Challenges Now and In the Future

  • Shaping Up Last Mile Delivery to Surpass Customer Expectations

View More

Subscribe to DC Velocity Magazine

GET YOUR FREE SUBSCRIPTION
  • SUBSCRIBE
  • NEWSLETTERS
  • ADVERTISING
  • CUSTOMER CARE
  • CONTACT
  • ABOUT
  • STAFF
  • PRIVACY POLICY

Copyright ©2021. All Rights ReservedDesign, CMS, Hosting & Web Development :: ePublishing