“The Manager’s Book of Decencies”: Book Summary

1 Line Summary

The Manager’s Book of Decencies” is a book written by Henry Mintzberg that provides practical guidance on how to be a more effective manager by focusing on simple, humanistic and ethical practices.

What Will You Learn

You will:

  • Learn the significance of ethical behavior in management, emphasizing values such as honesty, integrity, and respect as foundational elements for effective leadership.
  • Explore how making decisions with consideration for the well-being of individuals and the broader community can lead to better outcomes and long-term organizational success.
  • Recognize that practicing managerial decencies contributes to the sustainable growth and positive reputation of the organization over time.

You’ll learn how to:

  • deal with difficult employees and situations in a fair and ethical way.
  • create a workplace where people are motivated to do their best work.

Best Quotations from the Book

  • “Decency is not a zero-sum game. When you treat people with decency, you make them more likely to treat you with decency in return.”
  • “Ethics is not about being perfect. It’s about making the right decisions most of the time.”
  • “Respect is not about agreeing with everyone. It’s about treating everyone with dignity and courtesy.”
  • “Trust is not about being gullible. It’s about believing that people will do the right thing, even when you’re not looking.”
  • “A great workplace is not about having the most perks or the highest salaries. It’s about having a culture of decency where people feel valued and appreciated.”

Book Summary

The key principles of Fairness, Empathy, Transparency, Communication, Responsiveness and Empowerment mentioned in the book.

How to Create a Culture of Decency in the Workplace

  • Fairness: Employees want to be treated fairly and equitably. This means that they should be compensated fairly for their work, and that they should be given opportunities for advancement based on their skills and abilities, not on their personal connections. It also means that they should be treated with respect, regardless of their race, gender, sexual orientation, or any other personal characteristic.
  • Empathy: Employees want to feel like they are understood and cared about. This means that managers should take the time to listen to their employees’ concerns, and that they should try to see things from their employees’ perspectives. It also means that managers should be willing to offer support and guidance when needed.
  • Transparency: Employees want to be kept informed about what is going on in the company. This means that managers should be open and honest with their employees about company finances, performance, and strategic plans. It also means that managers should be transparent about their decision-making process.
  • Communication: Employees want to be able to communicate effectively with their managers. This means that managers should be approachable and easy to talk to. It also means that managers should be clear and concise in their communication, and that they should listen carefully to what their employees have to say.
  • Responsiveness: Employees want to feel like their concerns are being addressed promptly. This means that managers should not ignore employee complaints, and that they should take action to address them as quickly as possible. It also means that managers should be willing to make changes when necessary.
  • Empowerment: Employees want to feel like they have some control over their work. This means that managers should delegate responsibility to their employees, and that they should give them the authority to make decisions. It also means that managers should create an environment where employees feel comfortable taking risks and trying new things.

These key principles are essential for creating a culture of decency in any workplace.

Key Takeaways

Here are some of the key takeaways from the book:

Phase 1: Set the tone

The first step to creating a culture of decency is to set the tone from the top. Managers need to be role models for ethical and respectful behavior. This means being honest, fair, and transparent in their dealings with employees. It also means treating everyone with dignity and respect, regardless of their position or title.

Phase 2: Create clear expectations

Once you’ve set the tone, it’s important to create clear expectations for behavior. This means articulating what is and is not acceptable in your workplace. It’s also important to make sure that everyone understands these expectations, so they can be held accountable for their actions.

Phase 3: Be proactive

Don’t wait for problems to arise before you take action. Be proactive in addressing potential ethical and compliance issues. This means having regular conversations with employees about ethics and compliance, and creating a reporting mechanism for employees to raise concerns.

Phase 4: Be fair and impartial

When dealing with employee concerns, it’s important to be fair and impartial. This means investigating all allegations thoroughly and taking appropriate action, regardless of who is involved. It also means being transparent about the investigation process and the results.

Phase 5: Build trust

Trust is essential for any healthy workplace culture. Employees need to trust that their managers will treat them fairly and with respect. They also need to trust that their concerns will be taken seriously and addressed promptly.

Phase 6: Celebrate decency

This means recognizing and rewarding employees for their ethical and respectful behavior. It also means creating opportunities for employees to learn from each other and share best practices.

If you’re a manager who wants to create a more ethical and respectful workplace, then you need to read “The Manager’s Book of Decencies. This book is packed with practical advice and insights that will help you create a culture of decency in your organization.

For more insights, read Creating Communications (Part-1)“, “Creating Communication (Part-2)”,“Exactly What to Say“, “How to Talk to Anyone“, “Just Listen“, “How to Win Friends and Influence People“, “Crucial ConversationsandRelation between Self Awareness and Effective Communication“.

1 thought on ““The Manager’s Book of Decencies”: Book Summary”

  1. Pingback: "The Four Disciplines of Execution": Book Summary

Leave a Comment

Your email address will not be published. Required fields are marked *

Scroll to Top