Mohammed A. Jawad en Directors and Executives, beBee in English, Human Resources Professionals beBee Brand Ambassador • beBee Affinity Social Network S.L. 28/11/2016 · 1 min de lectura · 1,7K

Ugh...Middle Managers or Meddling Managers?

Ugh...Middle Managers or Meddling Managers?

Definitely, workplaces are all composed of diverse categories of players (employees), and then there are layers of work wherein all enacting their own roles. It’s not necessary that everyone has the same amount of work, but, keeping in mind the etiquettes of work atmosphere, everyone has to be productive and punctual.

Well, for the sake of simplicity, let’s slice a workplace with three layers…senior management, middle management and general employees. I presume that everywhere senior managers have their own perks, procedures and pronouncements. Who’s going to meddle in their affairs? And, at the extreme, general employees are always prompt, as if they are soaked in discipline, obedience and tolerance. Always, like dumb cattle, they slog and remain silent.

Now, let’s gauge middle managers, who like hanging pendulums swing betwixt two different scenarios…sometimes resemble cordial supervisors to their subordinates, but oftentimes, they’re shrewd sycophants towards their seniors. 

Ugh…middle managers or meddling managers? Instead of becoming exemplar by their roles, they create typical scenarios at workplaces where they ‘arrive late and leave early’.

No way, it means that middle management is all corrupt. But, it’s certain that this is the phase where most senior employees become deceptive and sluggish. And to cover up their account of errors, they oft find leeway for lies or flatter their superiors to get excused.

Let me narrate this truth: One employee, working in a company since last ten years, is meek, hardworking and persevering. His immediate boss, at a managerial level, with high credentials, is soft spoken, gentle and honest. But, the saddest stance is that he is totally reckless to recommend the CEO for salary raise for this poor chap.

It’s almost a decade…and the employee is stuck, with same pay structure. On one side, this manager goes extremes, with cost-cutting strategies, to save pennies and prove his smartness and honesty in front of senior management. And, on the other side, he bluntly refuses humble requests of that underprivileged employee. Yea…his legitimate plea for increase in salary, after a decade of loyal service, remains unanswered.

And now, the timid manager says, “Well, situations aren’t favorable, and I am afraid there might be downsizing of staff because of grim financial conditions”.

Funny, isn’t that? This middle manager, like a little lord, with varying attitudes behaves differently, comes to work at his own ease, and leaves the workplace on time. Who’s going to report to CEO, with frank boldness? 

Nah, employees of lower stratum oft feel scary to complaint anything for fear of risking their jobs. That's their timidity, but they are helpless!

Perhaps, it’s the duty of the CEO to check now-and-then the company affairs to realize the preferred culture because if employees aren’t protected and appreciated, then the culture stinks, with derailed team-spirit and injustice.

Mohammed A. Jawad 29/11/2016 · #8

#7 @David B. Grinberg Thanks so much for your thoughtful comments. Yea..I agree to what you have said.

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David B. Grinberg 29/11/2016 · #7

I love this buzz, Mohammed. I agree that too many middle managers are not necessary and only complicate an already convoluted bureaucratic structure within corporations and government. Too many of these middle managers let a little authority and a big ego go to their head, with damaging consequences for employees and the work culture. Keep buzzing!

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Mohammed A. Jawad 28/11/2016 · #6

#4 Ah…You had traversed tough pathways, and now you are a seasoned professional with diverse experiences. Perhaps, to be ethical and get tangled in trivial and chaotic issues is the toughest part. I guess, you must, at many times, felt like hung in between two demanding scenarios. By the way, thanks so much for your comments.

Pascal Derrien 28/11/2016 · #5

Damagers or managers that is the question ? :-)

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Randy Keho 28/11/2016 · #4

You've just stated a case for unions, Mohammed.
I began my 20-year career in management as a member of the Teamster's union before being promoted into management.
I was promoted several times after that, of which I partly attribute to having been a union employee. I was aware of the particulars of the union contract and worked within its constraints.
I also knew how to bend the rules, which benefited the relationship I had with my team, while also achieving company goals.
In my case, as a middle manager, my performance was measured by the performance of my team of union members.
I wasn't allowed to leave until my last man's daily activities had been reviewed during a one-on-one meeting. My salaried days were much longer than their hourly.
Pay increases, as well as appropriate disciplinary actions, were all outlined in the contract, which usually spanned five years.
General managers were the ones who often ducked out early. As long as they achieved their objectives, accomplished by those below them, they were allowed to come and go as they pleased.
However, many got in hot water and eventually lost their jobs, because they got complacent. They no longer had a handle on their operation.

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Lisa Gallagher 28/11/2016 · #3

#2 Great analogy using the similarity of the teacher and a company CEO!

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Mohammed A. Jawad 28/11/2016 · #2

#1 Hello @Lisa Gallagher. Thanks so much for your thoughtful, comprehensive comments. Indeed, it all depends where one works…some workplaces are inspirational and some are simply compulsive with too many harsh rules and regulations. More than that there’s hovering phobias that come from middle managers…like you say this, that will happen or you do that, you’ll be fired. In companies where organizational culture speaks of respect and care, then one can find the presence of employee motivation and morale.

Here, I would like to say that there’s a unique similarity between a teacher and a company CEO: the former is a social scientist, whose primary role to impart knowledge and take care for nurturing pupils; the latter is a responsible leader, whose essential role is make rapport with his subjects, and lead his company and people for desired growth. So, both are builders, and they play a striking similar role.

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Lisa Gallagher 28/11/2016 · #1

Hi @Mohammed A. Jawad, I understand what you are saying! It would be nice if there was more concern shown for non-managment. I guess it all depends where one works. I know of places that everyone is treated with respect and cared about, they thrive and employee retention along with morale is quite high. I worked in a hospital for years- I couldn't leave early and there would have been no way to implement a rule like that for many of us. Yes, I could leave early if it was an emergency or if I asked far enough in advance because they would have to make sure there was staff to replace me. I do know of managers and middle management who leave early 1-2 times a week by lunchtime, they go for lunch, drinks and other outings like golf for example. It does hurt employee morale when they know this is taking place, management is paid 5 times as much and has much more leisure time, it also causes resentment. The example I used was related to another hospital I know of and I will say this, the CEO ended up getting fired after being there for over 20 years. He was the CEO for maybe the last 5 years of his employment there.

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