Ask administrators, "What are the sources of your most pleasant and unpleasant experiences?" and they are likely to respond, "People." Administrators depend upon other people in their organizations to carry on day-to-day tasks so that the work is accomplished, goals are met, morale and job satisfaction are high, and all strive to do their best. However, between people in organizations there arise many problems that call for skillful responses and actions by administrators.
Imagine what an organization would be like if top- and middle-level administrators thought only of their personal interests, cared not for the needs and concerns of their subordinates, determined that the sole way to achieve goals and to accomplish tasks of the organization was to drive and whip subordinates to produce more and more, and paid little attention to economic and fringe benefits and psychic reward systems for employees. What would working conditions be like for subordinates? What would working conditions be like for administrators? Initially, subordinates might work hard out of fear but then begin to resist. Productivity would decrease, quality of work would drop, errors would creep into the system, morale would sag, and employees might leave the organization. At first, administrators in such an organization might place responsibility for the decline in working conditions upon their subordinates, but as conditions continued to deteriorate, they would themselves pay a heavy price for their oppressive behaviors.
Suppose that top management in an organization such as yours had decided to "get tough," "get more bang for the buck," and "shape everybody up," and after a few weeks of the new approach had noticed a marked decline in productivity,