Trends Newsletter

   ICA Trends 
April 2017

10 myths about democratic management by Ricardo Semler

有關民主式管理的十個迷思作者Ricardo Semler

 

Much has been written about ways of working where the humans who do the work come first.

有關人們工作的模式,已經有很多的研究與討論。

More and more companies are asking themselves if traditional command-and-control structures that worked in the past still make sense when their people demand more autonomy, meaning, and happiness at work.  I think you know the answer Especially if you are a leader trying to attract and retain the best people, and bring more innovation and impact into your organization.

越來越多公司開始問自己,過去慣用的指揮與控制做法,在人們越來越要求自主權、也就是快樂的工作環境的當下,是否仍然適用,尤其是如果你是一位希望吸引最佳人才,希望為組織注入更多創新與影響力的領導者,更有可能如此質疑。

Ricardo Semler, internationally recognized as a catalyst of change for employee-empowered leadership has been experimenting with democratic management styles for the last 30 years.  And hes heard all of the myths and objections that could be levied against organizing around your people.  Here, he shares ten myths that stop leaders from implementing democratic practices.

享譽全球的Ricardo Semler,以催化改變的員工授權領導風格備受肯定,在過去至少三十年以來,都以民主式的管理風格做實驗,所以他當然聽過所有反對以員工導向的管理風格的迷思與意見。在此他分享十個妨礙領導者執行民主式做法的迷思。

1. Its utopian and naive


Myth: Its beautiful in theory but I cannot apply it in my reality.

Reality: It has been proven to work in many companies like Semco, Morning Star, Buurtzorg, Netflix, Basecamp, Buffer and many others from manufacturing industries up to tech companies.

 

1.  這是太理想化、太單純的想法

迷思:「理論上的確很美好,但是無法在現實狀況中實施。」

真相這種做法在許多企業都已經證實有效SemcoMorning StarBuurtzorgNetflixBasecampBuffer以及其他從製造業到高科技公司都有。

2. It creates anarchy

Myth: It fosters insubordination and lack of respect for the leaders. People will do whatever they want.

Reality: When adults are treated with the respect and trust they deserve, and when they feel like theyre working toward a greater purpose, theyre able to organize and decide how to get things done effectively.

 

2. 如此一來會變成無政府狀態

迷思:「會養成屬下不服從、對領導者不尊重的文化,人們就會隨心所欲,想做什麼就做什麼。」

真相:當成年人被他人以尊重對待,賦予應得的尊重與信任,在工作上會更有使命感,更能有效規劃、做出更有效的作法。

3. Its not scalable

Myth: It could work at small companies, but not for large multinationals.

Reality: Large organizations are comprised of many smaller teams that coordinate work. And these smaller groups of humans face interpersonal issues regardless of whether they are a part of smaller or larger organization.

 

3.如此作法只適合小規模組織,無法在大規模組織執行

迷思:「在小公司或許可行,但不適合大型跨國企業。」

真相:即使大型的組織也是由許多較小的團隊組成,需要彼此協調。這些較小群組的人們無論是身處大型或小型的組織,都需要面對人際關係的議題。

4. Its old-fashioned

Myth: It might have worked in the 80s and 90s but in the 2010s, its a new world.

Reality: Organizational issues today are similar in essence to those from 30 years ago, including the breakdown of boundaries between personal and professional lives, remote work, tribal issues, and dress codes. Democratic management hasnt become obsolete because the way humanity works has not changed dramatically.

 

4. 這是老派的思維

迷思:「這種想法或許在80年代和90年代有效,但是現在可是2010年代,是全新的世界。」

真相:現在組織面臨的議題在本質上與三十多年前差異不大,包括在個人與職場生活的分界、遠程辦公室工作、內部衝突、服裝儀容等議題。因為人們運作的模式在這些年來並未有巨大的轉變,民主化的管理模式也並未式微。

5. Its not sustainable

Myth: Maybe it could work for a few years, but not for decades.

Reality: When people want to go to work, when they decide what they work on and how and also how they get paid, why would they want to leave? Ricardos 30-year track record in itself proves democratic managements sustainability.

 

5. 這樣無法持續

迷思:「或許這樣的做法可以持續幾年,但不可能幾十年都能順利運作。」

真相:當人們想要工作,當他們決定想要執行的事務、進行的方法以及領取酬勞的方式,那為什麼要離開?Ricardo在過去三十餘年的成績就足以證明民主化的管理模式的確可行。

6. Its too expensive

Myth: If people decide their own salaries, the organization becomes too expensive.

Reality: When you share all salary information openly, it is much easier to determine the right salaries and cost structures. Consequently, teams become more aware of expenses, leading to a general increase in profitability.

 

6. 成本過高

迷思:「如果讓員工決定自己的薪水,組織的成本就會太高。」

真相:當薪水資訊公開分享,就更容易決定應有的酬勞與成本結構。因此,團隊對於成本的敏感度提升,將會讓整體的利潤隨之提升。

7. There is a lot of wasted time

Myth: It will block Lean, Scrum, and agile processes.

Reality: When people are ready, and not obligated to do things, and when constraints and barriers to make fast decisions are removed, there is no reason for them not to act fast.

 

7. 浪費過多的時間

迷思:「這樣會違背精實、簡單、敏銳的流程。」

真相:當人們準備好,而不是因為義務而工作,當快速決策的阻礙消除,就沒有理由不要有效率的做事。

8. There are many compliance risks

Myth: Id love to do this, but the law doesnt allow me.

Reality: Laws and regulations are easy to comply with when their intent is discussed openly and is understood by your team. Its easy to let them become illusory constraints, but they dont have to be.

 

8. 法規上有很多風險

迷思:「我很想要這樣做,但是法律不許可我這樣配合。」

真相:如果大家公開執行的意圖,團隊對此有所理解,就更容易配合相關的法規。法規很容易變成表面上的侷限,但是並不需要如此。

9. It only works if I change everything

Myth: There are no plug and play practices and solutions for me.

Reality: Actually, the majority of democratic practices are easy to implement. Experiment and keep evolving at a comfortable pace for your organization.

 

9. 只有在我改變一切的時候才有效。

迷思:「沒有適合我的作法與方案。」

真相:其實大部分的民主化作法都很容易執行。只要繼續實驗,用適合自己組織的速度不斷演進就好。

10. It takes too long

Myth: I need to see fast result to be a believer.

Reality: Rushed decisions can lead to bad outcomes, especially in hiring. Stopping to think can often lead to saved time and energy in the long run.

 

10. 花的時間太久

迷思:「我一定要很快看見效果才會相信。」

真相:太快做的決定往往失敗,特別是員工的聘用更容易如此。停下來想一下,長遠下來反而省時省力。

 

 

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