Managers also suffer from the current situation to impact on their health of Marktheidenfeld, the 22.07.09 (JWW) we should they regret now, our business leaders? If they’re sick, they could be rewarded after its recovery with a return call and receive a presentation about it, what costs have caused by their absence, seasoned with the note, to decide whether it must be because she’s sick to celebrate in the future. Far from the note should not be missed, that their chances of further employment in tougher times are diminished by illness days. Not to be forgotten is the note that the company (pronounced leistungsgemindert are) not can cope with the challenges of the future with staff who can provide their labor the companies fully. Of course, the sick leave can be compensated by days. In addition the are because the return call managers would still the allowances linked to the sick leave, approve such treatment of their employees or even instruct, perhaps a little closer to reality allow which caught them apparently some are. It would be a change of perspective. Which leads to the be lifted? When I look at the guidelines of many companies, so I come across regularly ensure that the employees are the most important asset of the company.
The reality of treatment is often different. “And recently said with a medium-sized contractor accordingly: I give out no guidelines, which I’m not and that’s why I don’t”. It, he is honest, consistent and has mainly his own behaviour reflects and ultimately but regrettable. It is the historically centralist structure, whereby companies are run and the underlying humanism. Accounts are kept on sick leave and attendance time. There is suggestion for improvement and a culture of rejection of and many more checks and balances with creative names. Of course, there are also companies, the have adopted this kind of leadership, the majority of the companies in Germany but how are working according to an organizational structure and process, was developed in the thirties of the last century.
The application of this model requires a human image of the same era. The scientific discussion about the topic-kollektive intelligence and the development of grassroots democracy to the Konsent-model-have so far found little precipitation in the training of managers in the implementation within the company. In terms of personal conflicts rather using disciplinary measures than with the methods of the mediation-. It is not said to revolution. Development and innovation is associated with most products. There is also considerable potential in organisation, communication and a change in the corporate culture. Who is ready to lift it? Jurgen Wagner.
