Root Causes of Most Organizational Pain

What we see –
Performance and "Personality" Issues

Natural Law as Detailed in Requisite Organization Model

• Micro-management
• Lack of leadership-too much or too little guidance
• Poor communication between employee and manager – too much or too little information
• Defensive manager
• Arrogant or pushy employee
• Employee viewing his manager’s manager as the "real" boss

Each role should report to a role one complexity level higher than it.
Ways to Violate this Law:

• Having more than one role within a layer.
• Having a complexity layer without a role in it.

• Inability to do the work assigned
• Constant approaching of manager for more detailed instruction
• Manager having to do some of the work himself
• Manager having to break the work into smaller "chunks"
• Boredom
• Six months of excellent performance followed by change in motivation level or attitude

A person’s ability to deal with complexity should match the complexity level of his job.
Ways to Violate this Law:

• A person has more capacity than the job calls for.
• A person has less capacity than the job calls for.

• The employee does not feel his manager adds any value to his work.
• The employee thinks the manager talks too abstractly without enough details and specifics.
• Micromanagement
• Lack of leadership-too much or too little guidance
• Poor communication between employee and manager – too much or too little information
• Defensive manager
• Arrogant or pushy employee
• Employee viewing his manager’s manager as the "real" boss

Each employee should report to a manager who’s ability to deal with complexity is one level above his or hers.
Ways to Violate this Law:

• The manager has the same or less capability than the employee
• The manager has capability two or more levels above the employee.