It's been a bit too long since my last post. I'm definitely not a prolific blogger - I prefer long gaps to blogging when not inspired just to keep the blog active! Tonight, whilst reading "Emily" from the Thomas and Friends series, for the third time during that meal, inspiration finally struck! I'm slightly cheating on my theme as this is linked to a book, but the same behaviours are displayed in the TV version.
For those unfamiliar with Thomas the Tank Engine (is that anyone?), Thomas and his friends all work on the railway on the Island of Sodor. Whilst they apparently have drivers, the only human who regularly appears is the Fat Controller, and it is his management style I want to examine today.
I would describe the Fat Controller as a "JFDI" manager - he expects instant obedience when he gives an order, and regards any attempt to reason with him as argument and therefore insubordination.
Behaviours that he will often exhibit are:
- Issuing orders without context or explanation
- Shouting at his engines if they attempt to ask questions or offer an alternate opinion
- Punish the engines for perceived misbehaviour without fully investigating the situation
- Being particularly angry when something happens that inconveniences him personally
- Expecting the engines to understand and deliver what he wants with limited explanation or training
Whilst this can lead to short term results, and the immediate task will get done, there are some mid- to long-term implications of this sort of management style:
- It teaches the engines to obey because they have to, not because they want to - thus, if they can get away with not obeying, they are likely to take the opportunity to do so. For true engagement, and enhanced productivity through discretionary effort, it would be better to use a more consultative style which leads to the engines performing well because they want to.
- New, Gen-Y, engines such as Emily expect to gain fulfilment, recognition and progression through work, and to have their opinions listened to. Engines are, in the main, no longer going to work in the expectation that it is ok to be treated like a homogeneous group - they are individuals, and want to be recognised as such. Failing to engage with this is likely to lead to disengagement, higher attrition, and potential damage to the employer brand, which may cause difficulty in recruiting. The JFDI style doesn't tend to fit well with the WIIFM generation.
- The tendency to punish without investigation could lead to unfair disciplinary action and, in an extreme, dismissals, which creates an obvious legal risk. More generally, though, unjust treatment has the potential to significantly damage the employment relationship - with an unfair manager, people may leave (regardless of how good the company is), or if they stay, unjust treatment tends to lead to poor morale, ongoing disgruntlement, and lower productivity.
In short, the Fat Controller's management style is at odds with the majority of current accepted theory on managing a productive, engaged workforce, and he would be advised to adjust his style. Whilst Thomas and Friends appear to be committed, and geographically static (i.e. low flight risks), this cannot be relied upon to continue; they may leave or (possibly worse) they may remain, in a disgruntled, disengaged state, where they work to rule and only perform when forced to!
