The article that I read was “Three Types of People to Fire Immediately” by Michael Maddock and Raphael Louis Viton from Bloomberg’s Businessweek. The authors of this article discuss how we are taught to be creative and innovative from the beginning when we are children. They also talk about how another key element to be successful is to teach managers how to fire people. Maddock and Viton talk about how letting someone go can be beneficial to your organization because some employees are part of the problem and not part of the solution.
They say that the people who are innovative and willing to learn are the ones who will push your organization to the next level and that there are three types of people that will hold your organization back. These three people are the victims, the non-believers, and the know-it-alls. The victims are the people who say things like “Can you believe what they want us to do now? And of course we have no time to do it. I don’t get paid enough for this. The boss is clueless” (Maddock & Viton 2011). They will often see problems as singling them out and punishing them rather than a challenge that they need to overcome and persevere.
Victims are usually angry, annoyed, and always complaining about anything that they can. They are the ones at the holiday parties that are very negative and don’t really want to be there but come anyway just to bring everyone else down. Maddock and Viton say that victims are not looking for opportunities but instead look for problems because that is the frame of mind that they are used to seeing things in. The authors say that the non-believers think like this “Why should we work so hard on this? Even if we come up with a good idea, the boss will probably kill it.
If she doesn’t, the market will. I’ve seen this a hundred times before” (Maddock & Viton 2011). Maddock and Viton believe that the only difference between a winning team that is innovative and the losing one that comes up short can be attributed to the lack of willpower within the corporate culture. Good managers are those who can find the believers in the organization and promote them while weeding out the non-believers to make the organization stronger. The know-it-alls will say things like “You people obviously don’t understand the business we are in.
The regulations will not allow an idea like this, and our stakeholders won’t embrace it. Don’t even get me started on our IT infrastructure’s inability to support it. And then there is the problem of …. ” (Maddock & Viton 2011). Maddock and Viton believe that the best innovators are those who are willing to learn and not those who think that they know enough to get by. It is management’s job to make and sculpt the culture in the way that they want. If management wants to have an innovative culture then they must convey a learning culture because that is the best way to be innovative.
It is also said that the know-it-alls become very keen in using their knowledge to constitute why things are not possible rather than trying to find a way to make it possible. The authors say that managers should try to retrain or teach the Know-it-alls before firing them because they can be valuable if they can break their bad habits. In my opinion I would have to agree with this article for the most part. I do believe that it is necessary to get rid of certain employees such as the “Victims” and the “Non-believers”.
The Victims and the non-believers will only bring your organization down with their negativity and poor attitudes. Not to mention the fact that they are usually incapable of seeing anything as a positive opportunity rather than a punishment or waste of time. There are a lot of things in the world that were seen as a waste of time or a crazy idea to people but because of the believers and dreamers we have a lot of new technology and innovation to this day. The part that I would have to disagree with is when they talk about the “Know-it-alls” and how they are not innovative.
I believe that the know-it-alls can be very innovative and can solve a lot of organizations problems. However, I also believe that they might be more realistic in their thinking and this could be a good thing in that it could help keep the dreamers from getting their heads too far in the clouds. So in my opinion I do believe that it is necessary to fire people for the good of the organization but you should always evaluate what the employee brings to the table and how they negatively affect the organization before action is taken.
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Topic: Three Types of People to Fire Immediately
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