Peter Ferdinand Drucker was more than just a management consultant, author and educator; he was the founder of modern management. He spent his time observing how humans interacted with each other and organised themselves. This art of observing and analysing people made him call himself a “social ecologist”.
For decades his books and scholarly articles have influenced organisations from different sectors globally. Here we have put together a few of his thoughts on management that are still so relevant yet practical:
Since forever all innovations can be credited to someone who is looking at doing things differently. To be able to come up with something new or just improvised, one would have to think and act on doing things that don’t follow the pre-set processes.
Employees can often feel that the management is being a roadblock rather than being a support to up their productivity. Meetings, conferences, reports can take away significant amount of time and energy leaving lesser resources to invest on the actual deliverables.
Constantly controlling and micromanaging people, changing priorities and getting them to do things as per manager’s perspective can sometimes make it difficult for the people actually working instead of helping them perform better.
Meetings are common in most organisations, there are quick ones and then there are lengthy ones. Some may be formal, others may be informal but overall they mean that the participants aren’t really working. With follow up meetings to follow it is agreeable that if not
Organisations focus on ensuring that resources are optimally used, processes are followed to deliver quality product and services they may forget to look at the bigger picture of ensuring that they are doing the right thing. The right thing could be something that takes the business ahead of its competitors for success or something that gets better results and is favourable for the organisation and its people.
As the name indicates “Management by Objectives” is all about setting goals and objectives for an organisation. In this process both management and employees participate in decision making and choose the course of action to be taken. This further helps with clarity on setting and reviewing organisational objectives, worker objective, monitoring of progress, evaluation of performance and giving away rewards when the objectives are achieved successfully.
By understanding the true meaning of his thoughts managers can turn employees into assets from of being liabilities for the organisation, just the way he always saw them!