Comments on: Some Problems with “Command and Control” Management http://oneffectivemanagement.wordpress.com/2008/03/01/some-problems-with-command-and-control-management/ Observations and thoughts on business management collected during my 5 careers Wed, 20 May 2009 18:46:31 +0000 http://wordpress.com/ hourly 1 By: timprosser http://oneffectivemanagement.wordpress.com/2008/03/01/some-problems-with-command-and-control-management/#comment-4 timprosser Sat, 12 Apr 2008 19:26:27 +0000 http://oneffectivemanagement.wordpress.com/?p=4#comment-4 Actually, I have seen the command and control management style do poorly in less information-intensive businesses. I worked at a dry cleaners in college where the owner was the on-site boss, and rode a bit roughshod over his employees. People were not only unhappy working there, and turnover was higher than it needed to be, but people didn't treat customers as well as they might have - a major factor for a business like that. He never even though about engaging the workers in making the business do better and their jobs more efficient and effective, which was unfortunate for everyone including him. Back in the 80's a number of progressive management ideas became prevalent, one of them being empowerment of employees (not just accountability). Having a flatter (and lower cost) organizational structure worked quite well with that concept. Over the following decade, however, most corporations had management turnover and lost the knowledge. I didn't see any other reason for management styles to slip back into the those that require less forethought and understanding. I also believe the business schools didn't do a good job of putting those concepts together and teaching them. I saw no studies, editorials, or other published information to indicate that the progressive concepts of the 80's weren't working. They just faded away. The alternative to command and control is to treat people better and actively engage them in improving the business. A good manager, IMHO, keeps in mind that the people doing the work are closest to it, have reason to make it easier and more effective, and are the manager's most important resource. If the manager stays remote and "above" their employees they will miss out on a lot of helpful ideas, and the loyalty of their employees. I also believe that, ideally, every manager is doing at least SOME hands on work, some real work, and not just giving directions. I also believe that a good manager treats management as a skill and a science, and actively tries to learn what behaviors and concepts get the best results. At the bottom line, a manager who doesn't like people is not going to do well in most situations. I hope that paints at least a sketchy picture of what I see as the alternative to "command and control". Thanks for your comment, and please do so again. Actually, I have seen the command and control management style do poorly in less information-intensive businesses. I worked at a dry cleaners in college where the owner was the on-site boss, and rode a bit roughshod over his employees. People were not only unhappy working there, and turnover was higher than it needed to be, but people didn’t treat customers as well as they might have – a major factor for a business like that. He never even though about engaging the workers in making the business do better and their jobs more efficient and effective, which was unfortunate for everyone including him.

Back in the 80’s a number of progressive management ideas became prevalent, one of them being empowerment of employees (not just accountability). Having a flatter (and lower cost) organizational structure worked quite well with that concept. Over the following decade, however, most corporations had management turnover and lost the knowledge. I didn’t see any other reason for management styles to slip back into the those that require less forethought and understanding. I also believe the business schools didn’t do a good job of putting those concepts together and teaching them. I saw no studies, editorials, or other published information to indicate that the progressive concepts of the 80’s weren’t working. They just faded away.

The alternative to command and control is to treat people better and actively engage them in improving the business. A good manager, IMHO, keeps in mind that the people doing the work are closest to it, have reason to make it easier and more effective, and are the manager’s most important resource. If the manager stays remote and “above” their employees they will miss out on a lot of helpful ideas, and the loyalty of their employees. I also believe that, ideally, every manager is doing at least SOME hands on work, some real work, and not just giving directions. I also believe that a good manager treats management as a skill and a science, and actively tries to learn what behaviors and concepts get the best results. At the bottom line, a manager who doesn’t like people is not going to do well in most situations.
I hope that paints at least a sketchy picture of what I see as the alternative to “command and control”.

Thanks for your comment, and please do so again.

]]> By: bigapplezlp http://oneffectivemanagement.wordpress.com/2008/03/01/some-problems-with-command-and-control-management/#comment-3 bigapplezlp Sat, 12 Apr 2008 04:43:40 +0000 http://oneffectivemanagement.wordpress.com/?p=4#comment-3 Good article! I very much agree with your points that the command and control management style won't play well in modern organizations dealing with knoweldge workers. Actually, reading your articles, I cannot help thinking if "command and control" is not a good way of management, why most of the companies are still organized in a hierachy. The origin of the "command and control" is the hierachy organization structure. If the manager and subordinates relationship should be more open and equal, why not we have a more "flat" organizational structure? Another question is if not "command-and-control", what do you think the manager's role and responsibility should be? Good article! I very much agree with your points that the command and control management style won’t play well in modern organizations dealing with knoweldge workers.

Actually, reading your articles, I cannot help thinking if “command and control” is not a good way of management, why most of the companies are still organized in a hierachy. The origin of the “command and control” is the hierachy organization structure. If the manager and subordinates relationship should be more open and equal, why not we have a more “flat” organizational structure?

Another question is if not “command-and-control”, what do you think the manager’s role and responsibility should be?

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