Customer Reviews

Why Employees Don't Do What They're Supposed To and What You Can Do About It

5 star:		(5)
4 star:		(0)
3 star:		(1)
2 star:		(0)
1 star:		(0)

 

 

Reading Why Employees Don't Do What They're Supposed To...and What To Do About It is just one book out of a "set" that I checked out from our local library that I am currently reading my way through. My housemate was recently promoted to a general manager position at a national pizza chain and was supposed to receive on the job training...but typically, has received none. So, we thought it might be helpful to do some reading on the subject of leadership, management and supervision of employees. This is our second read and overall, I'd say it covers the basics and is a great lead off for doing a reading set (as we are) but this book would probably be useless to anyone who had had adequate management experience or for those who have already done extensive reading in this area.

Fourines leads off with the premise that there are essentially 16 reasons or "root causes" for conflict between employees and managers and he sets out to systematically explain, clarify and give examples for each. It might have been nice for the author to acknowledge that his moderate and positive approach to these issues and problems do not always work...and he offers no progression or escalation of steps beyond the very basics...so if you have one of the problems he's describing and the solution given doesn't work, the author really hadn't helped delineate what the progression from there might or should be. The writing here is simple, concise and accessible and the author makes his point very well (with the exception of escalation of problems beyond the scope given). We both enjoyed reading this and feel it's best used by those new to management who are not receiving mentoring or adequate on the job training as they are starting out. Long-time managers or those well read in this area might enjoy it as a reminder or refresher for the basics of management but won't find much else to inspire or learn in these pages. Ultimately I give Fourines book 3 stars...a good place to start, but don't stop here!

This is an excellent resource for both Human Resources professionals and managers. It offers practical and useful advise as to the root of the reason for the non performance of an employee. I've used this book to assist managers in coaching and counseling sessions for many years.

This book is a an easy read and a great resouce. Each chapter is short and to the point. I used this as a development and training tool for my management team. Great way to develop supervisors!

This is an excellent book to help you understand exactly what the title says. I bought a copy for everyone in my organization who interacts with staff-even if they don't directly supervise them.

This is a brief, but very informative book about: (1) how managers can better understand why employees are not doing their job duties properly or effectively, and (2) how managers can use that better understanding to carry out their managerial responsibilities more effectively.

The book: (1) provides a framework for managers to evaluate improper or inadequate job performance; (2) identifies 16 reasons why employees are not performing their job tasks properly or adequately; (3) gives concrete examples to explain and illustrate the 16 reasons; (4) compares and contrasts some of the 16 reasons that appear to overlap with other reasons; (5) offers possible solutions for each of the 16 reasons; and (6) presents a good argument for why managers need to engage in "preventive management" rather than react to performance problems after they occur.

One especially good aspect of the book is that its analysis and discussion can be applied to the evaluation of the performance of managers themselves, not just the performance of the employees being managed or supervised. Managers should keep in mind that the 16 reasons for improper or inadequate job performance are applicable to them just as much as to the employees they manage. Managers interested in learning ways to do their jobs better and more effectively should read this book.

I actually bought this book for my boss. He and I were having friction and he was frustrated. I found this book, and was able to itemize the reasons we were having problems. Goal was not understood, and steps to achieving goal were unclear.

A wonderful book to quickly categorize the primary reason an employee isn't doing what you thought they should be doing. Sometimes, it's the goal, sometimes, the management, sometimes the employee. The reasons in this book allow credit assignment to be made on these points, and proactive corrections determined. This is a basic book on my mgmt reference book bookshelf.