Mistakes are part of life

So often asked: “Is it possible to have a mistake-free management?” I do not think so. Simply for the reason that as one problem is solved, other problems cropup as a consequence of the happening of new situations. Mistakes, blunders, and miscalculations are part of our life – not only in the business world but in other areas of our lives as well. Yes, we all make mistakes but we can learn from our mistakes in both judgment and execution.

In the world of business management, books have been written on how to avoid and minimize the occurrence of mistakes. Despite these helpful guides, mistakes still occur. However, actual business management cases that are documented in business books provide useful tips to business managers. We can learn from them especially on how we can prevent mistakes in the future.

There are a thousand and one mistakes that are committed in business management. Not only the small business managers commit mistakes. Even the big business managers commit mistakes, too. And in the latter case, certainly the consequences of those business management blunders are of a bigger magnitude than the consequences of the mistakes and errors committed by small businesses.

Some of the most common mistakes committed by business managers can be classified as follows: Mistakes in dealing with the workers; mistakes in dealing with the customers; mistakes in dealing with the boss as well as with other work groups within the organization; and mistakes in using technology.

Mistakes in dealing with the workers are one of the big problems of management. Workers are human beings and emote feelings. There is such a thing as “sensitivity factor.” Workers are not robots and computers that act mechanically. Meaning that a manager can curse, kick, or even disassemble the robots and computers – and still the robots and computers will not react. Nor will they retaliate. In other words, there is no backlash. Not so with human beings.

While workers need to undergo training on how to deal with their superiors, among others – I believe that the “boss” in the office should likewise undergo some kind of “supervisory training” to remind him that his workers are human beings and not robots or computers. The “boss” in the office should be reminded regularly that workers are not only motivated by monetary considerations. The workers have certainly other psychological needs that have to be met. This explains too why workers resign from their jobs despite the attractive pay and accept other jobs with less pay. The trouble is that many “bosses” refuse to heed this non-monetary need of workers until it is too late.

Our business culture complicates the situation. Our culture is not like the culture in the Americas where the “boss” can get away with his outspoken stance. Many cases have been happening where our Filipino bright boys who have had extensive business training in the United States have been rejected by our workers simply because the workers cannot adjust to the “outspoken” stance of our US-trained Filipino managers.

Our Filipino workers put a high premium on relationship. Our culture is the reason for this. No wonder people are saying that it is far easier for our Filipino managers to adjust to our local business culture than for us to change our culture on this matter. The only problem is that our US-trained Filipino managers, after being exposed to the Western culture for many years are having a difficult time to discard their “outspoken” stance.

Have a joyful day! (For comments/ reactions please send to Ms. Villafuerte’s email: villafuerte_nelly@ yahoo.com).