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Middle management: Difference between revisions
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But [[bureaucracy]] is a [[will to entropy]]; it is a point of flat, tepid equilibrium to which dead organisms converge. It is sticky. Once you have appointed a [[director of human resources]], you are stuck with an [[Human resources|HR department]] until the organisation dies: there is no personnel manager who will ever tell accept one it not needed; and it will can only grow: it will develop “competencies”: it will institute [[performance appraisal]] systems; create then outsource and manage talent acquisition and retention programmes; it will develop future leadership courses and will appoint itself as sole competence for [[environmental and social governance]] and [[diversity and inclusion]], to which the remainder of the organisation is thereafter accountable. | But [[bureaucracy]] is a [[will to entropy]]; it is a point of flat, tepid equilibrium to which dead organisms converge. It is sticky. Once you have appointed a [[director of human resources]], you are stuck with an [[Human resources|HR department]] until the organisation dies: there is no personnel manager who will ever tell accept one it not needed; and it will can only grow: it will develop “competencies”: it will institute [[performance appraisal]] systems; create then outsource and manage talent acquisition and retention programmes; it will develop future leadership courses and will appoint itself as sole competence for [[environmental and social governance]] and [[diversity and inclusion]], to which the remainder of the organisation is thereafter accountable. | ||
There is an argument that the moment your organisation is big enough to need a [[chief operating officer]], and not just a [[head of operations]], is the unequivocal point at which your organisation has maximised its growth | There is an argument that the moment your organisation is big enough to need a [[chief operating officer]], and not just a [[head of operations]], is the unequivocal point at which your organisation has maximised its growth and its return, and commenced the slow, steady, comforting decline into [[entropy]] and death. | ||
Going rogue on middle managers | |||
{{sa}} | {{sa}} | ||
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*[[Middle management blues]] | *[[Middle management blues]] | ||
*[[Schwarzschild radius]] | *[[Schwarzschild radius]] | ||
*[[Idaho Packer and the PowerPoint of Desolation]] | |||