Sunday, September 21, 2014

Command and Control Leadership is Inefficient (and so "old-school"!)

"Leaders with strong social prejudice use command-and-control leadership. Control is more important than getting the job done. Leaders and subordinates spend a great deal of time in the blame game. This kills motivation and increases overhead cost in business. Social prejudice is a barrier to the flow of information."

Command-and-control leadership is the most popular leadership style while being the least efficient. Why it is popular? Because it appeals to man's natural desire for power, control, and influence. It gives leaders a feeling of job security, of being needed and indispensable. It is disliked by people who must follow orders, especially when recipients feel the effects of social prejudice. Conflicts between managers and workers increases overhead cost. Managers spend much of their time finding ways to overcome worker's resistance while workers spend much of their time searching for ways to do less. Worker responsibility is a threat to leaders, because their ideas may be challenged, they may feel they are not in control, and they are uncomfortable with advice from those who they feel are inferior."

The reason command-and-control leadership makes money is because all of their competitors use the same management system. When a competitor empowers its workers, overhead costs come down and the command-and-control company will soon be out of business."

Workers have the same natural desires, "My idea is best and I am in control." When it is the worker's idea and they are responsible, they will make their ideas work. Searching for a better way motivates workers, which makes them efficient. Efficiency is team effort, where everyone from the CEO to the janitor is considered to have valuable information. Team responsibility produces a highly efficient work environment. This environment is free of social prejudice."

"Leaders who are free of social prejudice are willing to use responsibility leadership. Getting the job done is more important than control. Leaders and subordinates work together, searching for a better way. Leaders are free to ask advice from anyone at any level. Asking for advice has a motivating influence by itself."

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