The first article in this week’s readings addressed yelling in the work place and how CEO’s might take a piece of advice from NFL head coaches.  The article spotlights Chicago Bear’s coach Lovie Smith and former Indianapolis Colts’ Coach Tony Dungy.  Both of these coaches are NFL success stories under under Dungy the Colts became the first team to win the Superbowl under the guidance of an African America head coach.  The Bears under Smith have been a perennial contender and would have been the first team to win the Superbowl with an African American head coach had the beaten the Colts in Superbowl XLI.  Their method of motivating never includes yelling or belittling a player, something that is rare in football coaches (this by the way, I can attest to. I played football all four years in high school and got yelled at all the time, though to be fair I did fumble a few times).  The article asks if CEOs can emulate this tactic to similar success.  The writer of the article certainly thinks that yelling at employees is not a a good strategy, relating multiple horror stories of abusive bosses and workers quitting as results of low morale.  I think that it is very possible that this can happen.  The blog I posted earlier today, about Southwest Airlines’ continued success and the familial corporate culture behind it, stands as living proof of the success possibilities of this type of system.  It is possible that manager’s continue to yell at employees because that is what worked on managers before they were managers.  It is likely that someone who is in a position of authority now got yelled at all the time by their bosses.  The ones who advanced to become managers were those that could take it and compartmentalize it, or possibly who could use it for motivation.  However, they must be aware that not everyone responds the same to every type of feedback.  They need to consider all of their former colleagues who did not advance to the management level and why, I believe that the they will see why yelling may not be the best motivational tool.  And if it takes the Superbowl to show that than so be it.

The next article addressed bosses mandating employees to live healthier lives.  Managers are doing this because healthcare costs have rocketed out of control; also one hopes that they are doing this at least partially because they care about their employees.  I think that managers forcing employees to quit smoking and to eat healthier is totally justified.  While it is true that every US citizen has a right to the pursuit of happiness and the liberty to do whatever they want, that is most certainly not written into the bylaws of most companies (Wal-Mart for instance).  It is a privilege to work at a firm, and one should be expected to follow their rules.  To look again into the sports world for similarities, George Steinbrenner of the New York Yankees will not allow players to have any facial hair beyond a mustache, and will not let them have hair that goes to their shoulders.  Players could choose to go to other teams where this is not the case, but they choose to go to the Yankees because it is a proven winner and they pay well.  If the Yankees are allowed to make employees follow these types of life style rules than I don’t see why a lawn care conglomerate couldn’t do the same.  All they are doing is protecting their investment, I for one think that the investments should be okay with that.

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