In the early 1990s, I was consulting with a large telecommunications company. I was part of a team that developed a partnership between management and the union to improve the quality of work processes. When I asked the management and union representatives to describe the company’s culture, I heard: “It’s like living in the old Soviet Union.” The number of times I heard that analogy made an impact on me. Since I knew none of these people had lived in the Soviet Union, I asked them to elaborate. They gave me this list:
- Autocratic management style
- Dictatorial decision making
- No meaningful input from employees
- Closed access to information (secretive)
- Mistrust among employees
- Resistance to change
- Motivation based only on self-interest
- Favoritism
Now contrast that list with the list of positive components of interdependence given to me by Jack Stack, general manager of Springfield Remanufacturing:
- Embracing change
- Development of trust
- Meaningful contributions to decision making by employees
- Open management style
- Fewer employee problems
- Win-win conflict resolution