How to become a bad boss (2) | 如何當個壞老闆(二) - 辦公室隨筆 (六) | Office Blog (6)

guyverckw (70)in #cn • 9 years ago (edited)

In last post I talked about the worst boss I have ever and 2 characteristics of him:

上次說了我那個最差老闆的兩個特點，

Communication Skill | 溝通技巧
透明度 | Transparency

Now I would like to continue the exploration of his management characteristics and see if I can learn something from him.

這次我要繼續看看我能從他身上學到什麼其他的特點。

Consistent decision making | 決定的一致性

We deal with different people everyday. We expect people who we are familiar with, will show certain level of consistence when they react with us. When they occational show some unexpected moves, we know that they have some problems at that time. People have similar expectations towards their bosses as well. Should the boss be consistent, the team members could become proactive and initiative. If the boss was inconsistent, it is very difficult for others to work with him, and no trust could be built among them. Very unfortunately, I am working for a very inconsistent boss! Would it be some kind of management theory that the boss should not be predictable?

我們每天都會跟不同的人打交道，對於一些經常有接觸的人，我們會期望他們行事會有一套比較一致規律，遇爾有不控規律出牌，大家就知道這個人肯定有些什麼發生了。而大部分人對自己的上司都會有同樣的期望，因為這樣才能讓下屬們建立起一套與上司合作的規則。在某些情況下甚至可以主動行事，不用等待上司的命令。但如果上司是個不按牌理出牌的人，在同樣的情況下，每個決定都用不同的準則，那麼下屬們一定會覺得難以跟這上司合作。先不談建立團隊一起奮鬥，就連基本的信任都不可能出現。偏偏我的上司就是一個這樣的人，真的很難合作。變得不可預計會不會是某一門的管理理論？

Take all credit, pass on blames | 功勞自己領，過錯下屬當

I believe a manager should take on subordinates' problems and blames when bad things happend, he should also acknowledge indivisuals' accomplishments and credits and share the fruits with the whole team! It is a pity that our boss likes to handle these thing in opposite ways. When there was problem, first thing he would do was to finger-point some colleagues hoping that by luck he was the one to be blamed for. Then he could escape the responsibility. To make suituation even worse, he had been found boasting around claiming credits from things that were completed by others.

作為他人的上司，我一向認為應該要替下屬扛着他們頂不了的事情，當然包括團隊所要面對的責難。而當團隊中有任何功績時，除了要讚揚有關的同事之外，亦應該要讓團隊一起分享成果！可惜的是我們的老闆卻是完全反其道而行，每逢有問題出現，他一定第一時間嘗試能不能找到同事的錯處好將責任推到下屬身上。更令人不齒的是，他多次被我們發現到處吹噓自己，把下屬的功勞攪在自己身上。

Why he thinks he could escape all blames against the team that is managed by himself? Dose it mean that my boss was capable to push out all blames and steal credits from others and keep promoting all the way to his Director position?

到底是什麼令他認為一個由他帶領的團隊的過失可以完全與他無關？或許他有方法可以將責任推乾淨，只是盡取同事的功勞，所以縱然沒有才能仍然爬到今日的地位？

Micro Management | 微觀管理

I hate being put under spotlight. I am extremely low profiled. I would be more than happy to stay invisible all the time in office if it is not going to cost me my job. I hope that my boss was a result-oriented person who only looks at end result and care very little about the process, I can work in my own way. In real world, my boss is unfortunately a micro-manager, who wants to give extremely detailed instructions, looks at very tiny stuffs no matter how insignificant they are. He requires his team members to work according to his own instructions. I strongly believe that no normal person would like to be micro-managed. Micro-management to certain extend is a gesture of in-confident, the boss doesn't trust a staff can complete his assignment by himself and somehow the job could not be reassigned to someone else.

我是個不喜歡被盯着的人，我做事都是盡可能不引人注意。當然在職場完全隱形是會連工作都丟掉的，所以我最希望老闆是那種只重視成果，不理會過程，所有東西都放手任由下屬發揮的人。可惜事與願違，我老闆偏偏是個奉行微觀管主意的人，希望下屬做事每一步都遵照他的意思。對於我來說是非常痛苦的事，相信除非是被操控制狂之外，就只有真正什麼都不會的人才會喜歡給人微觀管理。因為上級之所以要微觀管理，正常的原因是因為不相信下屬可以獨自完成工作，但又無法將工作安排給其他人。沒有任何人喜歡這種不被信任的感覺吧。

We have doubt about why my boss dosen't realize no one like being micro-managed. He also needed to work his way from junior position to this senior management role, he should know the feeling of us. Well, unless micro-management is another weapon he used for climbing his career ladder!

照理老闆他亦是從低做起的，不會沒有被管理過的經驗，為什麼他會不明白作為下屬會討厭被微觀管理？莫非將下屬牢牢掌控又是另一門職場秘技？

At the every beginning, I just want to complaint my boss, express my concerns about him. But now looks like I discovered some tricks on career development. Guess I should spend some time to study them and see if they can help my career or not. So the remaining complaint have to be filed later. Stay tuned.