This paper examines the phenomena, which results in managers behaving in a docile and unimaginative manner when creativity and individualized decision-making is required.
Written in 2005; 675 words; 3 sources; $ 26.95
Paper Summary:
This paper explores three social phenomena of the docile manager and then offers some possible suggestions for coping with these problems in the group decision-making context. The author points out actions that can be used to avoid "de-individuation". The paper relates the methodology used to arrive at these conclusions for this case study.
From the Paper:
"There is little question that professional 'yes men' do great harm to any organization. In the absence of imaginative solutions to pressing problems - and in the absence of intellectual flexibility and adaptability - an organization eventually becomes powerless to address rapid change or fluid consumer demands. As a result, the organization dies because thought has ossified. This paper explores the most plausible explanations for a pliant and docile management team that expectantly waits for orders from above and makes no effort to think creatively or individualistically. This paper then explains what people can do to avoid "de-individuation" and propose three changes that can be made within the organization to improve matters."
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