Hello. This is 6 Minute English from
BBC Learning English. I'm Neil.
And I'm Georgina.
After working together at BBC Learning
English for many years, Georgina,
you and I have a
good working relationship, don't we?
Sure, I think we make a great team!
But have you ever had a boss who
you just couldn't work with?
Oh, you mean a bad boss - someone
you just can't get on with no matter
how hard you try.
Yes, I've had one or two over the
years - not you of course, Neil!
I'm glad to hear it, Georgina! Often this
happens because workers feel
they aren't listened
to by managers. Or it might be because
most companies are hierarchies -
systems of organising
people according to their
level of importance.
Managers on top, workers down below.
But in this programme we hear from
companies who've got rid of
managers and say it has
helped them do a better job, made them
happier and saved money.
We'll meet a self-managing company
which isn't hierarchical and has
no boss. And of course
we'll be learning some new
vocabulary along the way.
But first, today's quiz question.
One of the biggest problems in
hierarchies is the excess
cost of management and bureaucracy.
But how much is that estimated
to cost the US economy
every year? Is it:
a) 3 million dollars?, b) 3 billion dollars?,
or c) 3 trillion dollars?
I'll say c) 3 trillion dollars - that's one
followed by twelve zeros - a lot of money!
OK, Georgina, we'll find out later if you're
right. Now, one of the first companies to
experiment successfully with
self-management was Californian
tomato grower Morning Star.
Here's one of their employees,
Doug Kirkpatrick, talking to Dina Newman
for the BBC World Service
programme, People Fixing the World:
The first principle was that human beings
should not use force or
coercion against other
human beings. And the second
principle was that people should
keep the commitments they
make to each other and so we adopted
them as pretty much the entire
governance of the
enterprise.
Because Morning Star has no bosses,
decisions are made by all employees
equally without
coercion - the use of force to persuade
someone to do something
they do not want to do.
As self-managers, employees can't tell
other employees what to do.
Everything is based
on requesting someone to act
and them responding.
This motivates and empowers workers
but also means they must keep their
commitments - promises
or firm decisions to do
something when requested.
This way of working is great for some -
they feel listened to and have
a voice in how the
company is run.
But Dina questions whether this is true for
everybody working at Morning Star:
Would it be true to say that a
self-managed company like yours
empowers people who are
already very good and it leaves behind
those who are not so good?
I'm not sure I accept the phrase 'left
behind'. There are some people
who take full advantage
of this environment; others take less
advantage but they do benefit
because their voice is
respected, when they do propose
something it must be listened to,
they are not subject
to force and coercion and if they don't act
according to their commitments
they can be
held accountable by anyone.
Having no bosses sounds great, but the
extra responsibility can create
more work and stress.
Different workers respond to this in
different ways and some employees
may be left behind
- remain at a lower level than others
because they are not as quick to develop.
However other workers enjoy managing
themselves and take full advantage
of the system - make
good use of the opportunity to improve
and achieve their goals.
No matter whether employees are good
self-managers or not, ultimately
they are held accountable
for their work performance - asked to
accept responsibility for the
consequences of their
actions.
So, although having no boss sounds
good, if things go wrong, there's
no-one to blame but
yourself!
So maybe we do need those managers
after all - which reminds me of our
quiz question.
You asked me to estimate how much the
US economy loses in excess
bureaucracy and managerial
costs every year.
And you said?
c) 3 trillion dollars.
Which was absolutely right! Well done!
And the cost keeps rising because,
of course, the more managers there are,
the more managers
you need to manage the managers!
Today we've been looking at the world
of self-management - companies run
without bosses, which, unlike
most businesses, are not based on
a hierarchy - system of organising
people according to
their level of importance.
Instead companies like San Francisco's
Morning Star allow employees to make
their own commitments
- promises to act, rather than using
coercion - or forceful persuasion -
to get results.
Many employees react positively to this
working environment and take full
advantage of it
- make good use of the opportunity
to progress or achieve their goals.
However, there is a risk that others who
are more comfortable being
managed may get left
behind - remain at a lower level than
others because they are not as
quick to improve and
adapt.
But whatever their job role or feelings
about self-management, all workers
are held accountable
- asked to accept responsibility for their
performance at work.
Meaning they take can the credit
for when things go well -
but have nobody to hide behind
when things go badly!
That's all from us today, but remember
to join us again soon for
more topical discussion
and related vocabulary here at 6 Minute
English from BBC Learning English.
Bye for now.
Bye.