Leafing through my beloved books on my bookshelves is one of my favorite pastimes. I love the company, the smell and the feel of books, as I leisurely browse and glance through the varied books I have collected over the years. And maybe select one for perusal.
This morning I picked up a delightful management classic called Management of the Absurd by Richard Farson. I acquired my copy on 06 May 1999 in the Pune Book Fair (that’s what I’ve written below my name on the first page). It is a laconic book which explores the paradoxes of management in an extremely witty manner. Let’s browse through this wonderful book together.
TITLE: MANAGEMENT OF THE ABSURD
AUTHOR: RICHARD FARSON
PUBLISHED: 1996 TOUCHSTONE NEW YORK
In his foreword Michael Crichton writes: “In this book Richard Farson reports more than experience; he gives us …wisdom”.
The 172 page book has eight parts and thirty three chapters, and as the author says in the introduction, these chapters need not necessarily be read in sequence, but in whatever order appeals to the reader. Let’s do just that.
“Morale is unrelated to productivity” the author says chapter in 27, turning conventional HR wisdom on its head. He deprecates management practices of pampering and mollycoddling employees, giving gifts, holding parties, recognizing birthdays, gestures of goodwill and other HR gimmicks designed to court employee favor as a calculated morale-raising strategy. Self-actualized people, who were among the greatest achievers in our society, were not necessarily comfortable or happy; they could be ruthless, boring, stuffy, irritating, and humorless and organizations are absolutely dependent on such people. You don’t agree, don’t you? That’s why you must read this book, which turns things you have learnt topsy-turvy and gives you something to think about.
Effective Managers are not in control, emphasizing the vulnerability requirement in a leader. Absurdly, our most important human affairs – marriage, child rearing, education, leadership – do best when there is occasional loss of control and an increase in personal vulnerability, the author says, drawing a parallel between leadership with romance. If you know how to have a romance, it isn’t a romance, but a seduction. Not knowing how to do it makes it a romance; it’s the same for leadership, an intangible quality, where management techniques don’t work, leadership can't be taught. Genuineness in relationships is the only way to lead professionals.
Training leads to the development of skills and techniques, and suggests the possibility of control. Education leads to information and knowledge, which suggests the possibility of understanding, even wisdom. Wisdom involves humility, compassion and respect – essential to effective leadership!
Training makes people more alike, education tends to make people different from each other, so the first benefit of education is that the manager becomes unique, independent. “Don't try to train leaders. Educate them!” the author exhorts.
Planning is an ineffective way to bring about change. Too often it is an empty ritual designed to make management feel there is something going on in that area.
There are paradoxes and paradoxes, absurdities and absurdities!
Individuals are strong, but organizations are not! Till I read this book I was given to understand that it was the other way around, and the organisation is paramount and individuals indispensible.
The better things are the worse they feel, says the theory of rising expectations, and that’s why good marriages are more likely to fail than bad ones, and second marriages are better than first marriages, but shorter!
In communication, form is more important than content, praising people does not motivate them, and the more we communicate, the less we "communicate".
The ‘meat’ of the book is the chapter on – The “Technology” of Human Relations. Exploring the impact of technology on Human relations, the author discusses how technology invents us, develops a life of its own and with every application of technology a counterforce develops that is the exact opposite of what we intended. The danger is that we become so in love with technological applications that we forget its detrimental effects; he illustrates his point with examples of how computer technology increases design capability but stifles creativity. We must focus on Relationship Enrichment rather than acquisition of techniques of management skills, he suggests, since the more important a relationship, the less skill matters.
The book is replete with startling insights. The author states his message in his introduction: “I believe many programs in management training today are moving us in the wrong direction because they fail to appreciate the complexity and paradoxical nature of human organizations. Thinking loses out to how-to-do-it formulas and techniques, if not to slogans and homilies, as the principle management guides.”
This is a refreshing, original and thought provoking book, something different from the run of the mill stuff. It’s a management classic, a rare gem in the plethora of management literature.
Do read it. You’ll be glad you did.
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