‘Better-qualified managers would cut tribunal hearings’
Thursday 11th February 2010, 2:30PM GMT.
BETTER-qualified managers would reduce the number of employment tribunal cases, it has been claimed.
Susie Andrade, chairwoman of the Chartered Management Institute Guernsey branch, said the number of unfair dismissal and discrimination claims could be massively reduced by improved management practices.
It was announced last week by the Commerce and Employment Department that tribunal cases had increased by 65% in 2009.
According to the department, that was probably a consequence of the troubled financial climate for all businesses, but Mrs Andrade (pictured) said the issue of poor management could not be forgotten.
‘At best, only one manager in five holds a professional qualification. It is a situation that would be unthinkable in most other professions. In an increasingly competitive world, we urgently need to cut this skills deficit.
‘The negative impact of this skills and knowledge gap of best-practice people-management processes and procedures could well be a reason behind this high peak in applications.
‘If operating managers are able to build and maintain a culture of trust and respect within the regulatory and best-practice framework, then the risk of conflict arising is reduced, as is the risk of a claim being made against the organisation.’
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In my experience poor management is the root of most problems in the workplace, qualification has little to do with good management. It is the ability to apply what has been learned that makes a good manager. So many people are working in a blame culture that prevents them from working to the best of their ability. Able managers are few and far between leaving those with less ability to spend much of their energies watching their backs.
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quite so, Sarniasal.
In my experience, ego and personal opinions, that would be best left at home, play an enormous part in bad management and making life pretty unbearable for staff.
Regretfully, a professional qualification makes no difference at all to this essentially human condition.
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I have been on the receiving end of such bad management Scarlett and to say my life was made pretty unbearable would be an understatement.
The manager in question had professional qualifications but unfortunately also had a big ego and their personal opinions overruled professionalism.
I was not the only one on the receiving end of this bullying but sadly the person in question continues to still get away with this behaviour.
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Good points above. There is a marked difference between a manager and a leader. Some people have the personality and charisma to be a leader; some have intellectual / technical ability and can manage.
Individuals with both the ability and personality to make excellent managers are few and far between. Unfortunately I would say that in the workplace too much emphasis is placed on qualifications and not enough on personality – although I admit it’s hard to find that out in a job interview!
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the points you guys raise are interesting but….
management is a very difficult job believe it or not and many of the the points you raise stem from the fact that in Britain management or good management is not really held in that higher regard.Some industries, for instance finance, have huge numbers of “managers” who have never been trained in management skills or leadership ever.From my experience the management of people is the key. The key to good leadership is winning hearts and minds. It is not easy and very often can feel like a thankless task.What makes management rewarding is when you develop a member of staff to reach their full potential.A manager or leader who is good should be valued in exactly the same way as a “professional” sadly they are not.
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