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Do companies have a tendency to just take all the useless people and make them managers?
Being the big business person that I am, I can give you my perspective. I feel what you say CAN be true if we are talking about jobs in easy fields like retail. The person running the show can just promote friends. If it is a more technical field that is demanding, I think it isn't as easy for the top folks just to promote friends or those that they have fun with at work.
If those of you saying it's an "insider club" had ANY experience at a professional company, you would know that it has nothing to do with friends promoting friends. It is all about work ethic, knowledge, and experience.
Getting a job can be a "who you know" thing due to referrals but promotions themselves are not handed out to and usually go to the most talented.
If those of you saying it's an "insider club" had ANY experience at a professional company, you would know that it has nothing to do with friends promoting friends. It is all about work ethic, knowledge, and experience.
Getting a job can be a "who you know" thing due to referrals but promotions themselves are not handed out to and usually go to the most talented.
I have been offered management positions before. I don't come to work to babysit though. Not for me, thank you.
Management doesn't have anything to do with babysitting. Perhaps low level supervisory positions do, but management is about strategy development, competitive analysis and response, responding to and attempting to influence the regulatory environment, driving innovation, setting corporate culture and values, accessing capital markets, establishing strategic partnerships, new business development, keeping the company compliant with taxing authorities and competition authorities, and regulatory authorities worldwide, etc.
If those of you saying it's an "insider club" had ANY experience at a professional company, you would know that it has nothing to do with friends promoting friends. It is all about work ethic, knowledge, and experience.
Getting a job can be a "who you know" thing due to referrals but promotions themselves are not handed out to and usually go to the most talented.
In order to keep the corporation compliant with EOO/AA regulations, corporations have rules requiring hiring managers to interview diverse candidates and hire diverse candidates in preference to "I know a guy" candidates.
It seems like management does not understand the work being done at many companies I have worked for. They are completely in the dark, have no interest in learning, and are often very lazy and unmotivated. Many of them have a difficult time controlling their emotions. Some are real whiny and wouldn't last a day doing a real job.
I never had any real trouble working with management. They are just people trying to make a living too I assume. But it seems like when the ratio of management to worker grows, the work environments get worse.
Do companies have a tendency to just take all the useless people and make them managers?
I'm in management, and I have seen some serious tantrums in the board room. There are some dictators out there, but it appears to be mostly a generational issue that's fading out of the workplace. The worst group dynamics are always at the top.
However, the issue with management to worker ratios is that at some point, managers are not managing people, just a spreadsheet of names. A "manager" is effectively just an extension of accounting at that point, and often lack knowledge about what's going on directly underneath them. Two managers with equivalent titles might have totally different management skills depending on where they manage, and how many people they're responsible for.
It would be ideal for management to understand the ins and outs of his/her department, to the very minute detail. But in many cases, a manager's role is to make sure that his/her team meets their goals. S/he is there to provide the necessary support for his/her team to get the job done. S/he is also there to make sure that his/her team is on the right path to achieving their goals, and if it is not, then the manager must take the appropriate actions to get the team back on path.
That said, a good manager will learn as much as they can about the department they are managing. But with that in mind, the apropos idiom is that a good manager sees the forest for the trees. They should not be concerned with all the minute detail as they should about the big picture, because they simply do not have the time for all of that. It is your job, as the team member, to handle the small picture stuff. That is why you were hired. If you need assistance with a small detail, that is where you manager should take an active role in understanding the problem and helping you to resolve it.
Companies have an awful habit of promoting the most useless up the chain while leaving the best qualified individuals where they are at
The Dilbert Principle: Companies tend to systematically promote their least-competent employees to management (generally middle management), in order to limit the amount of damage they are capable of doing.
In order to keep the corporation compliant with EOO/AA regulations, corporations have rules requiring hiring managers to interview diverse candidates and hire diverse candidates in preference to "I know a guy" candidates.
Referrals are a huge part of the business world. Referrals are always preferred over external candidates and there is no law against choosing a referral who has a proven history of good work ethic over another unknown candidate, all other things equal. Everyone knows that who you know plays a huge part in the opportunities you are presented with in finding jobs. But nobody will refer someone who sucks at their job... so skills still takes precedence.
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