Management Diseases and Disorders: How to Identify and Treat Dysfunctional Managerial Behavior

Steven A. Danley and Peter Hughes Ph.D, CPA

Publisher: Lulu Pages: 250 Price: (paperback) $18.99 ISBN: 9781483454566 Reviewed: December, 2016 Author Website: Visit »

In this well-produced handbook, the authors contend that organizations suffer from diseases and disorders just as people do—thus, the title: Management Diseases and Disorders: How to Identify and Treat Dysfunctional Managerial Behavior.

The authors note that because organizations are inanimate objects, company dysfunctions must be traced back to people within them. Sometimes, a specific individual is the impetus for sickness within a company. Other times, a more pervasive company culture, created by disorders found in multiple members, is to blame.

The authors go well beyond stating that philosophy, breaking organizational diseases down into specific disorders. Personality-based disorders are given labels, such as ““The Egomaniac,” “The Abuser,” and “The Manipulator.” Likewise, culture/system-based disorders are dubbed “Toxic Environment,” “Management Malpractice,” “The Runaround” and more.

Each disorder is broken down into sub-disorders, with causes described. The authors share how healthy organizations function, the organizational risks of a particular sub-disorder, signs and symptoms, and much more. A brief treatment plan is shared along with a relevant case study.

This is an excellent book, well written, insightful, clear and concise. Its authors are highly qualified:  Steven A. Danley has extensive experience in human resources and performance auditing, while Peter Hughes’ career is in executive auditing and finance; both are award winning in their fields. Practically speaking, readers may choose to select chapters that resonate and provide clarification for dysfunctions they’re experiencing, rather than read the entire book. The volume lends itself well that way.

The only criticism is a tempered one. The treatment sections are only a paragraph long each, insufficient to guide troubled organizations beyond step one. The authors can be forgiven, as clearly it could take an entire second volume to address each treatment plan in sufficient depth. Here’s hoping such a volume is in the works; it would provide a useful addition to this fine book.

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