The Real Manager

Managers and Management Gurus are aplenty in the present world. Mushroom Universities churn out MBAs every day and all vie for being Managers. But then how many are real managers; how many can really manage – people, situations? Majority are mis-managers and hence the present pandemonium – in office, companies, organisations, societies and thus in countries.  Most of them have become managers by sheer chance or by “back door efforts”! Result - they do not know how to manage, and in the attempt to prove themselves create lot of problems to others as well as themselves.

After umpteen number of interviews, delays and dilly dallying people are hired and within no time they are fired – for incompetency. But whose incompetency is this? If a manager cannot comprehend the potential of a candidate after spending much time on psychometric tests, tele / skype/ personal interviews who is more incompetent?

Even now, “hire and fire” tactics is practised when real managers will adopt hire and retain. That shows the inefficiency of the interviewers, so called managers and result in victimisation of innocents employees much to the frustration which produces a negative effect in the system.

Many managers feel they should be grave, aloof, shout, curse, use four letter words to their employees and rule by creating fear complex. Instead of commanding, they demand respect. They simply fail to realise, in a friendly atmosphere work becomes more pleasure; productive.

It is in this scenario, “he” becomes different. He is not an MBA, but an engineer who is more familiar with science and not psychology. However his career graph always showed an upward trend. Starting from the position of Sales Executive his rise to the position of GM was steady and  steadfast. This enriched his experience and made him most suitable for the position he holds.

A recent incident proved his prowess as the real manager. After lengthy procedures of interview a candidate was selected to his company, The person joined and within few weeks the manager was made to feel the candidate is not comfortable with the work. The manager could have very well “terminated” , thrown out the employee in a jiffy. Instead he tried to find out the how and why of it – sessions, meetings and interviews were held. And at the end of those exercises, the employee was transferred to another section, where he excelled. There was no warning, termination letters, shouting and abusing, no frustration and hypertension. The method was logical, fool proof and ended in creative decision – proving the managerial competency

The end reminds one of Shakespearean drama – “all is well that ends well”

But then that is not the long and short of the story. It simply proves how a failure can be converted to success, how a positive approach can bring productive result, This is real management. How many can claim they belong to that category??