Management virtues as foundations for management practices

Four Worlds International 2005 www.fwii.net

MANAGEMENT VIRTUES AS FOUNDATIONS FOR

MANAGEMENT PRACTICES

Phil Lane, Jr.Four Worlds International

Four Worlds International 2005

The New Management Virtues As Foundations for Management Practices

UNITY

TRUSTWORTHINESS

SERVICE AND HUMILITY

RESPECT AND DIGNITY

JUSTICE


The New Management Virtues as Foundations for Management Practices

New Management Virtue Management Concepts Behavioral Outcomes

Trustworthiness Stewardship/Management accountability

Managers assume honestyCustomers, employees expect integrity and no scandals or misuse of fundsToward Ethical Behavior

Unity Creating shared visionCommitmentReciprocity

Unanimity in important decisionsCustomers satisfactionROI as only one performance measureManager controller to coach Consulting when management really listens, respect for authority



Respect and Dignity EmpowermentConsensus decisionsCommitment leadership

Job enrichmentSociotechnical systemsGroup-centered problem solvingSelf Managed teamsManager as mentor, coachUtilization of discretionary effort

Justice Profit SharingEqual Opportunity

Employee ownership, bonusRemoval of barriers to equal opportunity



Service and Humility Customer orientationQuality movementSharing power; developing talented subordinates

Quality: customer’s view, systematic approach to understanding, satisfying internal, external customersContinuous improvementZero defect goalService mentality: learning to be a servant


Factors that May Influence Respect and Dignity in Organizations

Builds Respect and Dignity Blocks Respect and Dignity

Within My Control

1. I allow people to make their own decisions and to have the freedom to fail.

2. I try to show appreciation for work well done.

1. I have been accused of being insensitive at times and not noticing what demotivates my employees.

2. When I am pushed against a deadline, I push others too hard, too.

Outside My Control

1. The company has a good incentive program.

2. People are expected to succeed and are treated with a positive sense of optimism.

1. Sometimes top management gets stuck in its own ideas and forgets the impact of the rest of the company.

2. People in a few departments complain that their ideas are stolen by management and not given due credit.


What Factors Influence Respect and Dignity in My Workplace?

Builds Respect and Dignity Blocks Respect and Dignity

Within My Control

Outside My Control


Factors That May Influence Justice in OrganizationsBuilds Justice Blocks Justice

Within My Control

1. When there were some cutbacks, we discussed options as a group and came to a decision.

2. If there is a conflict, I try to listen to both sides before making any decisions.

1. I have been known to spend more on myself than others get for nice furniture and travel.

2. Last year I discontinued some privileges of a few people, who called it unfair.

Outside My Control

1. Insiders are given preference for openings

2. Most people feel they have a voice to air grievances.

1. Outsiders get higher salaries if they are brought in for a position

2. We had cutbacks recently when our top management got hefty bonuses.


What Factors Influence Justice in My Workplace?

Builds Justice Blocks Justice

Within My Control

Outside My Control


Factors That May Influence Unity in OrganizationsBuilds Unity Blocks Unity

Within My Control

1. My unit has a reasonably good shared vision

2. We try to use consensus for most decisions in my unit.

3. There is a minimum of subgrouping in my unit.

4. I discourage backbiting.

1. Sometimes I am impatient and don’t search out all views in meetings.

2. When I am too attached to an idea, I have a hard time listening to others.

Outside My Control

1. Strong company spirit exists.

2. Frequent social events are planned and attended.

1. There are too many cliques in our organization.

2. Too much political maneuvering takes place.


What Factors Influence Unity in My Workplace?

Builds Unity Blocks Unity

Within My Control

Outside My Control


Is It Spiritual?

Programs, HR Policies, or Behaviors of Managers

Questions to Ask

1. Is it trustworthy? (Is it honest andtransparent?)

2. Does it create unity?3. Does it maintain dignity?4. Are my intentions pure? Am I detached?5. Is it just?6. Is it done in a spirit of service?7. Does it show humility?8. Would I be ashamed if others knew about it?9. Does it demonstrate and develop competence?

10. Would I want to be treated this way? Would the other person(s) want me tobehave this way (Wisdom of Love)?

Situation 1/ProposedBehavior




Love and Spirituality at Individual Level

What Does Love and Spirituality Look Like?Person becomes more honest, fair and dignified, and strives for competence and excellence.

What Helps Develop Love and Spirituality?Desire to become a better person, to strive for higher goals, to serve others.

What Blocks Love and Spirituality?Narcissism; obsession with status; focus on the “seen” acquisition of material goods, status; focus on the “seen” world.

What are Loving and Spiritual Outcomes?Steadfast focus on developing New Management Virtues and serving others.


Love and Spirituality at Team Level

What Does Love and Spirituality Look Like?Groups more accepting of diverse styles and members; real listening takes place; members willing to detach from own ideas and agendas and search for “best” solutions.

What Helps Develop Love and Spirituality?Groups welcome new members, practice inquiry skills, seek diversity, encourage frank and loving communication.

What Blocks Love and Spirituality?Power and political games, rigid behavior norms, Groupthink; member value based on status; double standard for high and low status members.

What are Loving and Spiritual Outcomes?Organic unity of members, who nonetheless maintain individuality.


Love and Spirituality at Organization Level

What Does Love and Spirituality Look Like?Equitable and fair distribution of resources; removal of most “perks” for management; willingness to see people with individual needs rather than as a human resources; open/fair/respectful communication up-down and down-up.

What Helps Develop Love and Spirituality?Hierarchy is flattened; removal of position-privilege; workers truly empowered; managers are coaches not cops; employees trusted and treated as adults; higher levels do not abuse power or take advantage of authority.

What Blocks Love and Spirituality?Lack of trustworthiness and honesty by managers; higher levels grip and preserve maximum power; managers manipulate to gain goals; organization more concerned with profits than with people.

What Are Loving and Spiritual Outcomes?Capacity development of all members; high energy and commitment levels; sharing and connectedness; a real community.


Love and Spirituality at Society Level

What Does Love and Spirituality Look Like?Change in institutions of society to reflect extreme reduction of prejudice and privilege; rewards based more on meritocracy; move away from power-based to truth-seeking institutions.

What Helps Develop Love and Spirituality?True justice in legal system; equal access to education; acceptance of various cultural and ethnic groups; lack of oppressive policies toward any ethnic or class groups or women.

What Blocks Love and Spirituality?Legal and political power tightly held in the hands of a corrupt elite; repression and abuse of lower classes and certain other groups; dishonesty and corruption seen as necessities for survival.

What Are Loving and Spiritual Outcomes?Development of potential of all groups of society; unity of various regions and groups; organic wholeness of society.


Questions for Examining the Spiritual Dimensions of WorkQuestions for Examining the Spiritual Dimensions of Work

1. Is there an acceptance and assumption of integrity among coworkers and bosses?

2. Do people trust one another? Do they trust management?

*3. Do employees feel exploited or treated unjustly?

4. Do customers expect and get a quality product?

*5. Is cynicism common among employees?

6. Do people joyfully help one another?

*7. Is there a lot of backbiting?

*8. Are there political fights? Political intrigues? Political posturing?

9. Is there an openness of communication that depends on a deep level of trust and commitment?

Four Worlds International 2005 www.fwii.net

Questions for Examining the Spiritual Dimensions of WorkQuestions for Examining the Spiritual Dimensions of Work

*10. Do people say different things to different people?

11. Is there a unity of “theory” and “practice” (i.e., do managers practice what they preach)?

12. Can groups discuss problems and handle conflict in a competent and dignified manner?

13. Is there a “spirit” of service to one another, to clients, to suppliers?

Management virtues as foundations for management practices

Education