On 25 Jun 96 at 16:07, Rol Fessenden wrote:
> My experience may very well be unusual, because it is only my own.
> My stats are 1,2, 1000 (more or less). In thirty years of
> experience, I can honestly remember all the firings I am aware of
> for 'malfeasance' or poor performance or poor attitude because there
> have been so remarkably few. Based on my own invalid statistical
> sampling, very few people of any kind get fired for poor performance
> of any kind. This is particularly true in government (US only) and
> in education. I can't really see evidence here of heavy-handed
> managers.
I would prefer the "heavy handedness"of firing an incompetent,
incorrigable, destructive employee than the more common IMHO
management manipulations that are more illness provoking and long
term; ie. removal of responsibility without explanation; isolation
tactics; personal attacks; deprivation of resources to do the job;
and the use of layoffs as a pretext for getting rid of employees
where the manager has not the courage to deal with the problems
as they occur, and to use appropriate performance management
principles.
The above tactics are destructive to the individual employee, but
destroy the trust needed for an organization to function in learning
mode.
Robert Bacal, CEO, Institute For Cooperative Communication
dbt359@freenet.mb.ca, Located in Winnipeg, Manitoba.
(204 888-9290.
--"Robert Bacal" <dbt359@freenet.mb.ca>
Learning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>