Root Causes of Most Organizational Pain

Stop addressing symptoms and trying to fix people. Target the root cause!

What we see – Performance and “Personality” Issues	Type of Mismatch	Natural Law as Detailed in Requisite Organization Model
Micro-management Lack of leadership-too much or too little guidance Poor communication between employee and manager – too much or too little information Defensive manager Arrogant or pushy employee Employee viewing his manager’s manager as the “real” boss	Role to Role Mismatch	Each role should report to a role one complexity level higher than it. Ways to Violate this Law: Having more than one role within a layer. Having a complexity layer without a role in it.
Inability to do the work assigned Constant approaching of manager for more detailed instruction Manager having to do some of the work himself Manager having to break the work into smaller “chunks” Boredom Six months of excellent performance followed by change in motivation level or attitude	Person to Role Mismatch	A person’s ability to deal with complexity should match the complexity level of his job. Ways to Violate this Law: A person has more capacity than the job calls for. A person has less capacity than the job calls for.
The employee does not feel his manager adds any value to his work. The employee thinks the manager talks too abstractly without enough details and specifics. Micromanagement Lack of leadership-too much or too little guidance Poor communication between employee and manager – too much or too little information Defensive manager Arrogant or pushy employee Employee viewing his manager’s manager as the “real” boss	Person to Manager Mismatch	Each employee should report to a manager who’s ability to deal with complexity is one level above his or hers. Ways to Violate this Law: The manager has the same or less capability than the employee The manager has capability two or more levels above the employee.