Micromanagement and Other Corporative Diseases

Corporations have become more and more prevalent in our society. It is rare to find a person who does not work for one or at least doesn't interact with one regularly.

However, like any machine or system, corporate machines break down when something fails; the human element has its share of corporate diseases that can cripple an office.

By examining corporate disease, we can better understand what makes them tick and hopefully prevent some of the more egregious mistakes that both individuals and corporations make.

The following are some of the most common corporate diseases:

Micromanagement

Micromanagement is undoubtedly one of the most potent ‘corporate diseases’ you will find. Its symptoms include: employees are never trusted to do anything right, which comes from upper management.

Micromanagement results in poor morale, low productivity, and high turnover rates. The treatment for micromanagement is that employees should be encouraged to work independently.

The employees should be primed to become future leaders. Upper management must realize that they're only human and will make mistakes sometimes. It's better to learn from mistakes than to punish employees for them.

Lack of Core Values

Corporate culture is like a body; it needs bones to hold it up. Without corporate values, the corporate structure will be weak and flimsy, like a skeleton made of rubber bands instead of bone.

If there are no core values, then what's stopping you from doing anything? There is nothing in place which can prevent employees from behaving in terrible ways. You can use employer review platforms such as Glassdoor or JobSage to discover if a company has core values that match yours.

The treatment for corporate anarchy is to create corporate values that are more effective than any law or rule could be. These corporate values should reflect the corporate mission statement and the corporate focus.

The employees of a corporation must understand what is expected of them not just in their jobs but in life.

Fear Mongering

Fear-mongering is a corporate malady that suggests it is better to be safe than sorry. The corporate world at large should always fear their corporate overlords is a corporate disease.

It manifests itself in the corporate desire for control; corporate leaders want everything to go according to plan, and corporate employees must follow orders. They will not tolerate disobedience or insubordination. Corporate workers are machines, not individuals.

This corporate culture breeds corporate drones, corporate lemmings. Corporate sheep who will do anything to keep their corporate jobs. The treatment for fear-mongering is corporate leaders must come to see their employees as individual human beings that have lives of their own.

Corporate workers should be corporate partners and corporate shareholders, not mindless corporate drones

Lack of Vision

Lack of corporate vision is another corporate disease corporations must be prepared to identify corporate problems and provide solutions to them promptly to prevent or treat this disorder.

It's best for corporate leadership to build up corporate vision in corporate employees. The treatment for lack of corporate vision is to take responsibility and accountability. Planning for the future also helps when developing a vision for a company.

Corporate Politics

Corporate politics can be defined as the corporate struggle for corporate power within an organization. It is one of the more interesting corporate diseases because it can infect any corporation regardless of size, industry, or management style.

Those who practice corporate politics might be trying to fit into the culture, but there may be better ways of doing so. The corporate treatment for corporate politics is to focus on corporate objectives and corporate benefits.

Lack of Communication

Focus too much on corporate office dress code and corporate values, and you'll miss out on the most critical part of corporate culture: corporate communication.

It's as simple as situating employees next to one another; having them talk to each other, talking about the right corporate topics, and sharing corporate stories.

The treatment for lack of corporate communication is encouraging communication between corporate employees, management, and even corporate customers.

Corporate culture is not corporate statutes or corporate rules but corporate beliefs. If corporate leaders want to have an effective corporate workforce, they must communicate corporate values effectively.

If corporate leaders want corporate employees to have corporate loyalty, corporate workers must be treated well. If corporate leaders want corporate success, they should focus on corporate goals rather than the politics surrounding them.