Management Ch1

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Chapter 1: Managers in the Workplace

WHO NEEDS A BOSS?

1. What is a holacracy?

A holacracy which came from the greek word holos meaning a single, autonomous, self-sufficient
unit that’s also dependent on a larger unit. It’s an organizational system with no job titles, no
managers, and no topdown hierarchy with upper, middle, or lower levels where decisions can get
hung up. Moreover, it is a governance structure characterized by a distribution of power among self-
organizing groups, rather than the top-down authority in the typical hierarchical corporate culture
model.

2. What benefits do you see to an organization where there are no job titles, no
managers, and no hierarchy?

I think one of the key benefit from an organization where there are no jobs titles, no managers, and
no hierarchy is everyone will be equal. Everyone would have the same task and get the same pay.
Thus, there would be no issue with being unfair in the organization.

3. What challenges does a holacratic approach have?

One of the biggest challenge for Holarctic approach would have to be the feasibility of
implementation. Not all organization will be feasible to have holacracy implemented particularly
on large scale organization. Additionally, challenge on being able to come together quickly for
something because everyone has their own role and projects is a challenge. Moreover, problem
would arise when is tough times occur and who will be responsible for this.

4. Discuss why you would or would not like to work in an organization like this.

Working on a holacratic organization or not is dependent on the preference of an employee. If


someone prefers to be able to decide on his/her own and having the independence on not having a
boss, this would be beneficial. However, some people would prefer to have someone to guide them
on the work they need to do particularly if the nature of work is entirely new to them. Thus,
working for a holacratic company might not be effective for these kind of people.
Chapter 1: Managers in the Workplace

BUILDING A BETTER BOSS


1. Describe the findings of Project Oxygen using the functions approach, Mintzberg’s
roles approach, and the skills approach.

Project Oxygen co-lead Neal Patel and his team reviewed exit interview data to see if employees
cited management issues as a reason for leaving Google. Though they found some connections
between turnover rates and low satisfaction with managers, those didn’t apply to the company
more broadly, given the turnover rates overall. Function approach is one of the methods used in
classification of activities that occur in the marketing processes by breaking down the processes
into functions which includes buying, transportation, processing, storage and selling function
whereas Mintzberg approach is more on the interpersonal, information and decisional roles. The
findings of Project Oxygen is basically an expert cocktail made up of the functions approach,
Mintzberg’s roles approach, and the skills approach. They found that to be a better boss you have
to have a vision for the future, helping individuals reach their long-term work goals, expressing
interest in employees well-being, technical abilities to support their employees, effective
communication and listening skills, coaching support when needed, focused on being productive
and working towards an end result, and avoid over-managing and to let your team be responsible.
All of these eight characteristics make up a better boss.

2. Are you surprised at what Google found out about “building a better boss?”
Explain your answer.

I was more surprised by how much time they spent into finding out these eight obvious
characteristics of a good manager. However, after reading the case, I saw that they went in depth
of what these all meant and ranked them. After Google found the 8 characteristics they actually
made sure that their managers started to follow these. Sending them to manager training and
providing individual coaching and performance reviews.

3. What’s the difference between encouraging managers to be great managers and


knowing what being a great manager involves?

Encouraging managers to be great managers is good because it helps them give motivation to be
their best but without proper training they could think otherwise. Thus, know what makes a great
manager means you actually listen and hear what other people would have to say. Additionally, it
involves helping, guiding and motivating your subordinates. Most importantly, employee
recognition for good performance is one of the easiest ways to encourage people to do their best
work. A lot of people have a need for recognition. There are many reason why managers become
great which includes enjoy in helping people grow, love creating positive environments, want to
correct mistakes inflicted on them and care about the success and well-being of their team and
company.
Chapter 1: Managers in the Workplace

4. What could other companies learn from Google’s experiences?

Other companies could learn from Google’s experience such as work like balance, value ability
over experience, be open, practice data-driven decision-making and lastly, create an amazing space
to work. By applying above working culture from Google, it would be easier for other companies
to achieve the success of Google.

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