Changing Management Privilege

Management came with a sense of entitlement. When people move up the organizational ranks they often felt as though they are entitled to certain rights and privileges that other workers are not. Management carries with it the concept that there is more work, less oversight, more decision making and certainly more entitlement. This is one of the advantages of salaried work and at-will employment. However, this sense of entitlement can often develop poor relationships with employees and a jaded sense of responsibility.

Sometimes executive management need not work their way up through the rank and file positions. They were born into privileged families and have had the opportunity to receive the highest education as well as the right start in life. Wealthy families have helped them connect with other wealthy families for the right opportunities and their Ivy League schools have further promoted their careers. They have never held a hammer or made minimum wage and don't have the strength to keep working when times are tough hoping that everything will turn out alright.

These executive managers are at the top of just about every major corporation within the country. They are a small group of people who do not know the trials and tribulations of working on an assembly line or barely being able to scratch out a living. Therefore, they make decisions based upon their limited vantage points and have little in common with the average worker. Their social life includes private clubs, the best restraints, and wealthy colleagues.

Management cannot afford such removed concepts of the workplace in today's modern world. Such senses of entitlement have caused powerful wakes throughout the international community. Lending institutions that could have survived with a little sweat equity were destroyed because of lack of understanding of hardship and duty. In a few short months the entire world was thrown into a recession because of the actions of a small group of elites.

Part of the reason for this decline was the concept that such wealthy people were protected from the regular downturns in the economy that most average worker's faced. They didn't have the same incentive to keep the business going against difficult odds. When the system collapsed these same wealthy executives looked toward their brothers and sisters in Government and received substantial bailout money. If such wealthy elites were forced to suffer the same consequences for failure as the average man or woman they would be more willing to keep businesses running.

Managements' mentality must change. No longer can executives earn 300 times their employees and damage companies with lucrative golden parachutes intact. Management should understand that they make their money off of the work of the employees and should not be removed from the trials of daily working life. This privileged sum should consider the moral and ethical responsibilities to their nation and workers.