Article Review 5

Article: Two Football Coaches Have a Lot to Teach Screaming Managers

This article is about two coaches who do not scream at their players or belittle them, but instead set high expectations and show respect.  The two coaches happened to face each other in Super Bowl XLI.  Two points struck me from the article.  First, when a manager mistreat employees, it is not the average people who leave but the star performers.  Second, both coaches used objective measures to set goals for their players.

A company spends a lot of money to integrate employees into the company’s production process and when an employee leaves, all that money is lost.  When a senior employee leaves, the company has to spend even more money to back-fill the position.  Since bad management tends to push out senior employees, it is obvious that the cost of screaming at employees is huge.

When a manager uses effective objective measures to set improvement goals, two things happen.  First, the manager demonstrates a depth of knowledge about a company process that is needed to define such measures.  Second, the manager only needs to present the current measures and goals to the employees to provide clear direction for change.  In the case of the article, both coaches set reasonable, clear and effective goals based on measurable parameters.  The players responded and the teams made it to the Super Bowl.

Article: Get Healthy or Else

The future is coming at us fast and the push to get healthier is getting stronger.  Unfortunately the push is not based on wellness and happiness; it is based on costs.  As the article states, companies are becoming more aggressive in controlling health care costs and the consequence could be that people lose their jobs.

This article points to a knee-jerk reaction by companies to examine their expense accounts and improve efficiencies in order to increase net profit.  Efficiencies need to take place, but if decisions are made in a vacuum, then a company could be actually hurting their top line.  The knee-jerk reaction in this case is to get rid of employees who have higher-than-normal health risks.

High-performers are generally not normal in many respects, and their peculiarities could lead to higher personal costs.  If the stereotypes hold, low performer also tend to have lifestyles that have higher health risks.  Get rid of both of these groups and you end up with mediocrity.

The one option not considered in the article is to make the cost of one’s health care based on their personal risk, similar to auto insurance.  It would be interesting to see what conclusion might be made about this approach.

Article: Jessica’s Story

Jessica Santillan died shortly after receiving an incompatible heart-lung transplant.  The error was easily avoided by simple checks, and yet the process to protect Jessica failed in this unfortunate case.

From an organizational point of view, this story highlights the importance of understanding risks associated with a business process and addressing those risks.  In this case, the risk of not matching donor to receiver has a huge risk of loss of life.  Such risks require multiple and redundant safeguards against error.  Unfortunately in this case, a surgeon will always remember his part in Jessica’s death.

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Explore posts in the same categories: BADM 720 - Organizational Behavior

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