In companies we have the opportunity to find several types of managers, among them the one who wants to be very executive, but only becomes an "Electrical Manager", it is typical for those of this type to get carried away by impulses that end up entangling management, although it is true Einsten said: "what is really important is intuition" he did not mean to act thoughtlessly as they do, they never recognize a mistake and only try to demonstrate power and authority without realizing that many times they only demonstrate ignorance. They confuse the terms, they think that power and authority are synonyms.
According to the dictionary of the Royal Academy of the Spanish language:
Power. Have the power or power to do something expeditiously.
Having ease, time or place to do something.
Being stronger than someone, being able to beat him.
Authority. Power that governs or exercises command, de facto or right Power, faculty, legitimacy.
Prestige and credit that is recognized to a person or institution, for its legitimacy or for its quality and competence in any matter.
As we can see there is a difference. In companies this difference is more noticeable; Power is inherent in office, but authority is gained on the basis of knowledge, work, skills, and attitudes.
The "electrical managers" do not miss an opportunity to demonstrate their power, they are the typical owners of the truth, those who do not want to receive suggestions and of course they will never be able to recognize their mistakes, they look for culprits to justify them, they think they know everything, only they feel safe with a large office and behind a large desk.
They show that they are stressed and if they are, it is because they do not know what effective time management is and not because of excessive work.
The executive manager is the one who gives quick, practical, clear and thoughtful solutions; fair solutions that do not entangle management and facilitate team work. Values such as Justice and Truth are highly present in his decisions and he achieves high credibility for himself and the company in which he works.
The “electrical manager” provides solutions for the moment and that in the future will complicate and cause problems for the work environment. He does not care about teamwork, his training or that of his staff, he does not take into account the values; Justice and Truth are sacrificed for the sake of demonstrating power, live only the moment, therefore the credibility of your person and the company does not interest you. He forgot, does not know or is not interested in the concept of management: «Integral Management is the art of bringing together all the facets of managing an organization in search of greater competitiveness.”
Executive managers will never sacrifice their own credibility and that of the company, as it is the surest path to bankruptcy.
Almost always the "electrical manager" is the result of a Property Management.
Patrimonial Management.-This type of management is one that is given by the ownership of shares and / or family ties with partners, the positions are held by members of a family and often the only "merit" and / or Requirement to occupy the position is to be the owner or family member of the owners, regardless of whether they are honest, if they have the academic training, experience, attitudes, aptitudes and / or abilities necessary to occupy the position.
The executive manager is the one who is concerned with learning, knowing and adapting the company to the changes that are constantly taking place, he is the one who becomes aware that today the creation of the economic value of a company is related to information, with the intelligence and ideas contributed by your entire team.
In short, he knows that today the wealth of companies is generated from intellectual capital (adequately trained, motivated and committed workers to achieve the vision) and financial capital.
While the “electrical manager” is not interested in changes, he is not interested in whether his workers are trained or not, if they lack enthusiasm or are unmotivated, he is only interested in continuing to give orders, without waiting for ideas or promoting participative meetings of the work environment in where favorable creative contributions can emerge.
It continues to operate under traditional management premises that are now obsolete for the new business competitive scenario in which "the emphasis on financial matters was changed to the emphasis on ideas and people".
The executive manager is the one who knows that what evidences his quality as such is the formation of a true team of collaborators. While the "electrical manager" is interested in having a group of "corroborradores", that is to say to have beside him unconditional workers who only corroborate everything he says or does, even realizing that he is wrong.
The "manager" who believes he is at the head of the organization to humiliate his workers by de facto imposing his ideas, will reap more resentment and demotivation than humility. An executive manager will develop the humility of his team by imitation and not by humiliation and repeated imposition.
The "electrical manager" applies the typical model of anti-management, with his attitudes he is the enemy of excellence, forerunner or accelerator of bankruptcies, therefore serious and intelligent companies must have a good personnel selection policy forgetting the type of wealth management. Thoughtless decisions are as damaging as inaction in times of crisis.
Having exposed some characteristics of this type of "manager" we must make an examination of our attitudes and our management to avoid being one of them and being true executive managers.
