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anne m schueller_portrait-hat with-Anne M. Schüller is a management thinker, keynote speaker, business coach and multi-award-winning bestselling author. She has repeatedly been named Top Voice by the business network LinkedIn. She is one of the most sought-after speakers in German-speaking countries. For more than 20 years she held management positions in sales and marketing in various international service companies and received several awards. In 2015 she was inducted into the Hall of Fame of the German Speakers Association (GSA) for her life's work. At congresses, meetings, events and corporate events, she gives top-class, captivating and practical keynote and keynote speeches on the topics of corporate organization and leadership in the next economy, Touchpoint management, customer loyalty and referral marketing. She also conducts power workshops on these topics. Your Touchpoint Institute trains certified Touchpoint Managers. Her clientele includes the elite of the German, Austrian and Swiss economy. Managementbuch.de is one of the most important management thinkers. Her bestseller "Touch.Point.Sieg." Is Trainer Book of the Year 2016. Her bestseller "The Touchpoint Company" was named Management Book of the Year 2014. Her bestseller “Touchpoints” is SME Book of the Year 2012. When it comes to the subject of customers, she is one of the most cited experts. More information at www.anneschueller.de and www.touchpoint-management.de All texts by Anne M. Schüller.

Bossing & manipulation by bad bosses: Breaking employees' wills?

“You first have to break the will of the young people when they are new to us.” Such views, here the quote from a star chef, do not get you very far with today's generation of talented people pouring in. The “poisoned” one has to give way to a “laughing” corporate culture.

Poisoned versus laughing corporate culture

Work must be fun to be good

Far too many management errors arise outdated management practices and a radical management understanding. Unfortunately, there are still plenty of huntsmen in the chef days, people's hamsters and despots, who fall victim to the machismo, and to which no border is sacred.

“Hard chunks” are still admired behind closed doors. And often enough it becomes bad Guide knowingly tolerated as long as the results are correct. That is absurd and pathetic at the same time. A good manager can only be considered to be someone whose numbers are right without his people falling by the wayside.

But in an environment in which one can only score with immediate results and maximum returns, many are ready to destroy company values ​​and sacrifice employees in order to be able to achieve short-term profit targets. “If you can't take that, you can let our great corporate health care system pep you up,” one of them recently said to me.

Nobody wants to work for Brutalo managers

But the times when employees were nothing but the game figures of the management are finally over. And thank God, the Dinosaur Rambos from analogue days are now threatened with extinction. Because the social media comet is broken. An update of the corporate cultures is in full swing. And everything is under observation by a broad public.

Those who fatten themselves at the expense of the community are pitilessly put to the pillory. The idols, once so revered, were called disgrace, and they were only sacrificed to them secretly. And that too will soon end, because nobody wants to work for Brutalo-Manager. They dispose of themselves.

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Finally, business models are favored, which show impressively: You can also be successful without destroying. You can make good profits and at the same time make the world a little better. Only such acts belong to the spotlight from now on. And managers, who can not or do not want to, can immediately withdraw the management license.

The new working world needs a new working culture

The currently much discussed Generation Y follows - what an interesting connection - theory Y by Douglas McGregor, management at the timeprofessor at MIT (Massachusetts Institute of Technology). His Y stands for the hypothesis of a fundamentally committed employee who becomes even more committed through stimulating, sensitive leadership.

This path is still called a "cuddle course" by the hard chunks. And those who follow him are laughed at as beta boys. Because wherever a crowbar is used, where there are no key figures for mindfulness and appreciation, where only maximum results count and “pocket calculators” are in charge, there is no room for “soft factors”.

However, the socialmedia-affine smartphone elite has long since begun to develop a new, more ethical work culture: value-oriented, self-confident, playful, autonomous. She expects viable offices and a co-operation on the same level. Basically, all the older ones want to. Many of them had always wanted it, but the time was not ripe to demand it.

The result of a good corporate culture

In general, corporate culture is the result of a collective learning process, the care and care of which must never diminish. It encompasses the visible and the invisible, including taboos, secret rules and norms. It determines,

  • like the people in the Company deal with each other
  • as is the relationship with customers and partners,
  • who is hired and who is promoted and how, in which environment the employees work,
  • such as decision-making processes,
  • how problems are tackled,
  • how to deal with errors,
  • what is made of ideas,
  • who. conflicts and crises are mastered,
  • what is controlled, how
  • according to which performance measures one judges,
  • how success is celebrated.

The company climate is an expression of the corporate culture. It describes the atmosphere felt by the employees at the workplace. It is subject to temperature fluctuations. Corporate culture, on the other hand, is long-term and relatively stable.

I distinguish between a poisoned and a laughing corporate culture. The first initiates a slow decomposition process. The second makes a company agile, robust and productive. It even survives crises and emerges from them strengthened.

The atmosphere spreads from top to bottom

What matters in all of this is how management behaves. Because it is constantly being observed like that Manager is on it. His voice, his gestures, his facial expressions: everything is interpreted. Every word that is uttered so easily is given weight. If he is in a good mood, the employees feel with every interaction: Today is a good day. “A good mood is contagious”, as the saying goes knowingly. Bad mood, too, though.

How it works? Spiegelneurons are responsible for this. Through them we experience what others feel in a kind of inner simulation. This leads to an emotional "infection", to spontaneous imitation and often also to an unconscious copy of the style and habitus.

We are wired so that we can resonate with those around us. Only a few people are pastors, most of them are aftermaths. And if we are not sure ourselves, we follow the one who makes us feel confident about his cause. And that is the boss, for example. In this way, the conduct of the executive committee is multiplied by its day-to-day work.

Graphic corporate culture

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35 responses to “bossing & manipulation by bad bosses: break employees' wills?”

  1. Astrid Haessig says:

    RT @anneschueller: employees break the will? Deadly sins in management! Work must be fun to be good. - Exciting contributioneoD0UXKY ...

  2. Anne M. Schüller says:

    Employees break the will? Deadly sins in management! Work must be fun to be good. - Exciting contributioneoD0UXKYee

  3. Anne M. Schüller says:

    This is probably the last: employees will break the will - Exciting contributioneoD0UXKYee

  4. brand fresh says:

    #EmployerBranding & Change in Corporate Culture 3/3: Laughing companies on course for winners - Exciting contributionDCr5iuaNdJ #hr

  5. Klaus Pohlmann says:

    Laugh and success. Satisfied by success. @anneschueller - Exciting contributioncjn9tv8YeN

  6. Brandergy says:

    Employer branding & change in corporate culture 3/3: Laughing ... - Berufebilder.de (Blog): Berufebilder.de ... - Exciting contributionGV2Fyc2tMK

  7. Anne M. Schüller says:

    Company culture: Laughing companies on winning course - Exciting contribution6rN8S4S1fB

  8. Paul Henschel says:

    - Exciting contribution#Marketing #EmployerBranding

  9. Pension Capital says:

    Fear is a poison for the operating climate and thus the #employerBranding:
    - Exciting contributiontbkxLSUsOK via @ berufebilder

  10. Marcus Fischer says:

    Employer branding & change in corporate culture 2/3: Poisoned vs. Laughing companies | by @anneschueller - Exciting contributionZru7VndlEs

  11. Astrid Haessig says:

    RT @DanielsOnFly: As always with Schüller contributions, beautifully illustrated pictorially
    - Exciting contributionMqxOki3NF9 Newsletter via @SimoneJanson, @ ...

  12. Astrid Haessig says:

    RT @anneschueller: Poisoned vs. Smiling corporate culture: Who will win the race for the future? - Exciting contributionPS4A8xgsdi

  13. Sylvana Plath says:

    RT @anneschueller: Poisoned vs. Smiling corporate culture: Who will win the race for the future? - Exciting contributionPS4A8xgsdi

  14. Anne M. Schüller says:

    Poisoned vs. Smiling corporate culture: Who will win the race for the future? - Exciting contributionPS4A8xgsdi

  15. Georg Jansen says:

    A book worth reading on the subject of "Employer Branding" - Recommended contribution xnxN87DIMU

  16. Anne M. Schüller says:

    RT @DanielsOnFly: As always with Schüller contributions, beautifully illustrated pictorially
    - Exciting contributionMqxOki3NF9 Newsletter via @SimoneJanson, @ ...

  17. Katharina Daniels says:

    As always with Schüller contributions, beautifully illustrated
    - Exciting contributionMqxOki3NF9 Newsletter via @SimoneJanson, @anneschueller

  18. Claudia Schmitz says:

    No one wants to work for Brutalo managers #generationy #newworking world - Exciting contribution9q2JMpWYhf - Exciting contributionMl533GijPB

  19. Anne M. Schüller says:

    about #Employer Branding & the change in #Corporate culture 1/3:
    Employees break the will?
    - Exciting contributioneoD0UXKYee

  20. Brandergy says:

    Employer branding & change in corporate culture 2/3: Poisoned vs ... - Berufebilder.de (Blog): Occupations ... - Exciting contribution2EwX7QnAQi

  21. Anne Schüller says:

    Thank you for the positive votes and for sharing the contribution.

    A sentence on the subject of human capital, a word that I myself do not use. My opinion: Whoever calls his employees a service provider or a human capital is dehumanized.

  22. Competencepartner says:

    Employer branding & change in corporate culture 2/3: Poisoned vs. Laughing companies: In ... - Exciting contributionrAq6my4ZFS #Order # Education

  23. firm-job says:

    Employer branding & change in corporate culture 2/3: Poisoned vs. Laughing companies: In "poisoned" O ... - Exciting contributiondTOag7k05Z

  24. John Albert says:

    Written very practically & absolutely true. Well worked out!

    • Simone Janson says:

      I would like to pass the compliment on to the author, thank you very much!

  25. Stefan Döring says:

    “Employer branding & change in corporate culture 1/3: Breaking employees' wills? | PROFESSIONAL PICTURES " - Exciting contributionWKL14l9NZo

  26. mediaintown says:

    Nice article about #Corporate culture yesterday & today - Rambos in boardrooms unfortunately not yet extinct. - Exciting contributionBJ4gWqHEVo

  27. Sabine Hueber says:

    "The smartphone elite with an affinity for social media has long since started to develop a new, more ethical culture of activity" - Exciting contributionp9tQZGvJat

  28. values ​​core says:

    #EmployerBranding - employees break the will? - Exciting contribution5EaBaxLO77 #HR #Motivation #Work #Job #GenerationY

  29. Serap Lipinski, HR Manager Dirk Rossmann GmbH says:

    The company success also depends on good employer branding. If the employer brand is not convincing, the company loses its long-term human capital and also its customers and partners.

    • Edda Cekinmez, TalentGold says:

      The word "human capital" is not chosen, it is people who are concerned about it. Unfortunately this is often forgotten

    • Thomas Frühwein says:

      Employer branding is a subset of corporate culture. Human capital "was also the" bad word of the year ", I find it unappreciative.

  30. Susanne Plaumann says:

    RT @jobcollege: Employer branding & change in corporate culture 1/3: Breaking employees' will ?: "Man ... - Exciting contributionGPEP0gYHFD # B ...

  31. firm-job says:

    Employer branding & change in corporate culture 1/3: Breaking employees' wills ?: "You have to ... - Exciting contributionwGslwn9Bct

  32. Brandergy says:

    Employer branding & change in corporate culture 1/3: Employees ... - Berufebilder.de (Blog): Professions ... - Exciting contributionu6v6sKYRSO

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