Five Management Concepts that really works

Concept #1: Treat Business as a Series of Relationships
In many companies, executives envision the business world as a battlefield.By contrast, executives who treat business as a series of relationship tend to focus on managing the complexity of the interactions of different organizations and people all trying to accomplish different things.Rather than trying to get them to fight some imaginary enemy, executives try to bring the individuals and organizations into alignment so that they’re working towards a common purpose.

In companies where this concept dominates, managers tend to be more cooperative. Because the emphasis is on relationships, people are more likely to connect one-on-one.
Concept #2: Envision the Corporation as a Community
Many executives tend to think of their company as a vast machine that they need to control. Managers who like the machine analogy tend to create rigid teams with rigid roles and rigid functions. Managers and workers alike become convinced that change is very difficult, similar to retooling a complicated machine.

Such managers tend to think of themselves as “controllers” whose job it is to make sure that people follow the rules of the “system.”
When employees really feel that they’re valued as individuals, they more easily dedicate themselves to the goals of the organization. They’re more likely to truly enjoy contributing to their own success, the success of their peers, and the success of the community at large.
Concept #3: Redefine Management as a Service Position
The natural result of seeing management as a control function is the creation of brittle organizations that can’t adapt to new conditions. Often this happens because multiple managers in multiple stovepiped groups set up conflicting power structures, each of which is trying to “control” what’s going on.
By contrast, when a corporate culture thinks of management primary as a service position, you get coaches rather than dictators. Freed of the burden of attempt to “control things”, managers can more easily set a direction and to obtain the resources that employees need to get the job done.
Concept #4: Treat Employees Like Adults
Sad to say, but many top managers think of their employees as resources wayward children who are too immature and foolish to be assigned real authority, and simply can’t be trusted.When managers think of their employees as adults and therefore as peers, they find it easier to shed the notion that their job is to order employees about.
Employees at all levels take charge of their own destinies and stop acting like crybabies when things go wrong.
Concept #5: Use Technology to Create Flexibility
The introduction of technology into companies that adhere to the old beliefs (like business is a battlefield) has been, by and large, disastrous. What happens in this case is that technology is harnessed to strengthen management’s control and further infantilize employees. What’s worse, the more the technology become a tool of control, the more it’s used to automate processes, casting them in concrete. The end result is a brittle company that finds it MORE difficult to change and adapt. At so that it becomes cast in concrete.The sad thing about all of that is that technology, if applied correctly, can automate repetitive and boring work, thus freeing human beings to be creative, to build relationships and have meaningful conversations. However, that only happens if management gives up the idea of using technology centralizing control.