How much do you know about the four types of checks and balances that leaders often use to control their subordinates in the workplace?
No matter what stage they are in, they will be checked and balanced by their superiors, not only by the power granted by the organization, but also by various means of superiors to subordinates.The word “means” is easily associated with “intrigues”. In fact, checks and balances are not all “intrigues”, but most likely “Yang schemes”, which always make people obsessed.After all, most working people want to get more benefits.What’s more, can get the leadership’s help, will go more smoothly.Here we discuss the checks and balances that superiors often use against subordinates. In fact, many people experience them.Homogeneous checks and balances If a leader wants to check and balance his subordinates, he or she needs to play the role of referee. For example, he or she needs to set up project teams 1, 2, 3…Project teams compete with each other.The superior can control more objective material resources, and there is competition between people and project teams. Each project team is not subordinate to each other, but there is competition, and then the leader is in the position of referee.When everyone strives for their own interests, there will be internal friction, but internal friction itself is more established the position of the superior, the tilt of resources will gain more benefits.Competition itself is not only internal friction, but also challenges higher difficulty, and superiors will enjoy the benefits of a “rising tide”.Who can jump out of this competitive circle?So the “inner coil” is also produced in this way, you do not do, others do, the people who do benefit, see others get more, they also participate in.Differentiation checks and balances When the company develops to a certain extent, the process is refined, each work will be subdivided, each person, each department has its own scope of responsibility, and then there is an assessment index, between people, departments, there is collaboration.In collaboration, the phenomenon of everyone performing their own duties exists, but more often it is a hindrance. At this time, the purpose of the superior is also achieved, because any subordinate can not do one hand over the sky, so the superior avoids or reduces the situation of being “overhead”.The truth is very simple, some people in front of the work, someone audit work compliance, the front of the work of the person who think audit critical, audit people think that work always want to play the edge ball.In fact, all right, just their different responsibilities, market and production of rare cases can reach match exactly, either the production efficiency is not enough, or sales, very not easy to match, the audit department will find all kinds of irregularities, actually often encounter such a situation, especially the company scale is larger, the more serious the similar situation.Just because the superior tries to standardize all the processes in order to reduce the management, of course, those “special affairs” situations need the coordination of the superior, then the position of the leader will highlight the stronger role.Network format checks and balances often “360° evaluation”, “public opinion evaluation” these things, it is likely that there is no intersection in the work.Just because there is no intersection, can stand in the “objective” position to evaluate.But is that really the case?Since we do not understand the situation, everyone’s assessment is completely based on the “superior will” for transfer, at least the attitude of the superior will play a very important role.After all, no one wants to be the “sacrificial lamb” in a workplace fight.Superior preference, or exclusion will play a very important role, especially by superior exclusion of people or departments, it is very easy to get “low scores”, the reason is very simple: (1) because do not understand, “superior will” has represented an attitude, most workplace people can understand the height of eyebrows;② In order not to become a victim in the workplace struggle, the people or departments rejected by their superiors, draw a clear line, so as not to “bring disaster to the fish pond”;(3) There is no intersection between each other, and there are relatively few concerns when evaluating.No matter how the results of network format checks and balances, there will be two kinds of views: (1) if the superior holds the time will say: we do not have the intersection in the work, do not understand the situation, do not care too much about the results;(2) If the superiors “step on”, they will say: because there is no intersection in the work evaluation is more “objective”, and the problems found must be paid attention to.As a result, the right to speak is in the hands of the superior, who can well borrow the hand of “others” to realize the “will of the superior”.Random checks and balances are often made by flipping a coin, and random checks and balances are very similar in that heads or tails are the same coin, and there are only two possible outcomes, seemingly random choices, but there are no third or more possible choices within the specified range.The code of conduct of workplace people is “seeking benefits and avoiding harm”, either to pursue benefits, or to avoid harm, no matter how to choose can not escape from these two choices, or throw “bait” for everyone to grab, or set up “danger”, let everyone avoid.It seems that they have made a choice, but in fact, they cannot jump out of this range. No matter they pursue interests or avoid dangers, everyone’s behavior is always the same. In this case, the “superior will” will be more important.Whether to throw out “bait” or set up “danger” does not lie with oneself, but with superiors.As long as we can’t jump out of the circle of “seeking advantages and avoiding disadvantages”, the next step depends entirely on the attitude of superiors.Therefore, it is difficult for subordinates to get out of the loop when they are checked and balanced by superiors.Unless you think from a higher perspective, from a higher level of logic.This is what people say: it’s hard to be compatible up, easy to be compatible down.Unfortunately, few of us have a higher perspective on what’s going on around us.Finally, in the workplace, it is normal for superiors to check and balance subordinates.The reason is very simple, the superior considers three core issues, decides “checks and balances” the normalization.These three cores are: the security of power, the control of power and the extension of power.Once you grasp these three points, you can have a higher perspective on where you are in the checks and balances.