4 ms·
This is known as the theories X and Y of management: https://en.m.wikipedia.org/wiki/Theory_X_and_Theory_Y https://en.m.wikipedia.org/wiki/Theory_X_and_Theory_Y
by Joeri 3y ago
This is known as the theories X and Y of management: https://en.m.wikipedia.org/wiki/Theory_X_and_Theory_Y https://en.m.wikipedia.org/wiki/Theory_X_and_Theory_Y
The personality of the leadership will determine whether they think of workers as self-motivated (will actively look for work) or externally motivated (will wait for work and try to avoid it). Those who don’t think workers are self-motivated will build management structures where people are discouraged from thinking beyond their station and have all kinds of reporting and incentives to make them do their work.
I was for a long time hard in the self-motivated camp, but eventually realized that’s me and not everyone, and maybe not even most people. A multi-modal management approach that leaves room for both works better but is harder to pin down.
- koonsolo 3y agoVery interesting link, I didn't know about this one yet. Thanks for the info, fellow Flemish guy (your name gave it away :D)
- 7thaccount 3y agoThis is a good point. A team might have a few people that will actively get their work done and find more while communicating what they're doing with management, so they can redirect if necessary. Others essentially need a babysitter. A good manager let's the hard workers do their own thing and supports them when they rarely need something, while spending more time working with the ones needing babysitting without dragging the hard workers into the mud.
- bob1029 3y ago> maybe not even most people My experience tells me you should just assume everyone is going to need the external carrot/stick arrangement. You'll save a lot of pain by realizing that no one cares about the product as much as the people spending 14 hours a day on it.