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Thursday, Jan. 19, 2017

How to succeed (??) in business

Posted Sunday, April 27, 2008, at 4:00 PM

In a way, it seems odd to me that some persons holding supervisory positions in businesses would have to be told how to manage people.

Rainy, cool Sunday afternoons are good times to check out bookstores. While I was at one in Murfreesboro I glanced through one of many business books on how to manage employees.

Most have titles or subtitles similar to "How to Succeed in Management" or "Management Strategies."

One book, within a chapter on how to discipline problem employees, mentioned such tactics as making "sarcastic" or demeaning comments to them or the "silent treatment." Other tactics seemed, honestly, cruel and mean. And I'm not talking about the usual ways you'd probably think of to handle someone.

Welcome to the psychiatric side of management. At least from my way of thinking, a good manager empowers and motivates employees to do their best rather than mistreats them.

Some of those books have good, positive thoughts on how to handle people. Others teach manipulation -- in other words, manuals on how to become total jerks.

I wondered how a Christian manager, who tries to live right, would reconcile his or her beliefs with "sarcastic" comments.

How about some of your experiences with good and bad managers and how they handle things?

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One more reason to treat employees well:

They might wind up being your boss one day.

-- Posted by quantumcat on Tue, Apr 29, 2008, at 12:47 AM


I have restored profitability in the Body Repair Business's on 4 continents, and trained more than 15 nationalities. All were successful. When I came home in 2000, I had an offer to go to Argentina to train. I declined because of the huge amount of air travel.

I can say that American managers have LOST the principles of Operational Management. How did I do this? Without writing 100 pages I will refer you to 2

Historical documents:

1. The Pareto Principle

2. The Hawthorne Effect.

You can Google them.

Until the shrinks got a hold of them and wanted to change management style, THEY WORK. That's why I was successful.

Americans taught Japanese Factory workers in 1920. Success. Americans now have forgotten. Example, after WW2, Mac Arthur mandated a re-training plan for the Japanese. It was successful. Now the Japanese are teaching us. Maybe, in not a good way.

-- Posted by framestraight on Mon, Apr 28, 2008, at 10:53 PM

I work for a national retail store and there are lots of steps to go through before you can terminate someone at this company.First a write up to explain what that person did wrong and how to do it right, this is done at least 3 times which mean you have to do something wrong at least 3 times which can be spread out over many months or years.Next you are brought in and talked to.Then you are "retrained".Then you can be fired.I work with people now who should have hit the door a long time ago,but now companys jump through hoops just to make sure when they do fire you, you can not come back and say you were not given a chance to change.

-- Posted by redcat00 on Mon, Apr 28, 2008, at 9:34 AM

A manager or business owner should always treat his/her employees with proper respect. In the event of problems a process of discussion,formal write-up, and temporary suspensions leading up to termination should always be documented in writing and signed by both parties because of a minor disagreement. We were friends for many years before and it took forever for me to forgive him.

The worse boss I have ever had propositioned other staff members, dated direct reports,and told me to get the h*** out of his office.

-- Posted by gottago on Sun, Apr 27, 2008, at 9:25 PM

Managers just need to be straight forward, with the rules and policies. If an employee is not following the rules or policy, then the manager needs to explain that they have to discipline them. Suspend them 1-3 days no pay, place them on part time hours, or flat out terminate them.

Sarcastic remarks, or being demeaning or trying to intimidate someone is very unproffessional to me, and puts a bad image on the company or business it's self rather than just the manager. A supervisor or manager has to look over everything and make sure things are going smoothly, if their is an employee, that is following the rules and policies but is not doing good work or seems to be causing problems among workers or something, then that supervisor needs to have a private talk with the employee and be straight with him and tell him he is causing problems and he needs to straighten up or he is going to have to discipline him or let him go. A company or business can not afford "UNHAPPY EMPLOYEES" or it will eventually have no employees. A manager or supervisor can discipline its employees, and still be respected if the "Manager or Supervisor" has the right attitude and handles it right,

-- Posted by Momof3&3step&1gran on Sun, Apr 27, 2008, at 8:03 PM

Calsonic, is "HIGHLY TRAINED" in those tactics. They use it when they are downsizing or trying to get ridd of someone. The only thing is the Supervisors get treated the same way by their managers when they are no longer wanted their too. As the saying goes, "You Reap what you Sow". "What goes around, comes around". "Do unto others, what you'ld have them do unto You" and so on.

-- Posted by Momof3&3step&1gran on Sun, Apr 27, 2008, at 7:43 PM

Well if they are one of those rude managers, and they give me an order, I say, "Sure". Then in the next meeting, When it is time to present the issue, "Mr. Manager told me it was a stupid idea and told me to not bother with it." Either way, it's a win-win situation for me since I didn't like the SOB.

-- Posted by Evil Monkey on Sun, Apr 27, 2008, at 5:45 PM

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David Melson is a copy editor and staff writer for the Times-Gazette.