David G. Eigen, Ph.D. ™

Having experienced the corporate “culture,” while questioning what I found, it became clear that the new thinking in the corporate world focuses on control through micromanagement. This has the affect of disenfranchising its employees and it is intentional. What the corporate planners don’t understand is that just because they can measure certain factors, doesn’t mean better productivity. In fact, this this management style actually hinders it. It creates an environment of distrust where there is a “whole lot of nothing going on.” Executive’s directives serve to manipulate the spreadsheets to indicate success, at least in their “target” areas. They remain blind to the damaging, especially on the long-term, of overall productivity. Or, if they do see these problems, they are at a loss to explain it, so they blame the employees, and kick the dog when they get home.

Responsibility rest squarely on management’s shoulders.

They miss this, and look to blame others. However, it always starts at the top, and is caused by the inherent blindness of the dominant masculine thinking, lacking its connection to humanness, the key to what’s missing. I recently experienced being a subcontractor in a corporate environment where the director of operations, hired in 2009, came on board and during his first meeting declared to the staff that he was not satisfied with current results and if he has to, “he will fire the entire staff and start over.” What did he create? More controls, stress, and an unhappy work environment, distrust of each other and the company as a whole, and a morale problem. This distress did not distress him; in fact he reveled in it and encouraged it …