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Not an attorney but I have a good one. My mother in law (MIL from here on for simplicity) had been terminated from her job and was collecting unemployment. A few months later she received a letter from the state that said her previous employer was contesting the right to unemployment, so off we went to a hearing in front of a labor judge. My husband and I went along with her as her chosen representatives. Her former immediate manager (young chickie) represented the employer. She handed us all copies of MIL’s time sheet, where there were several entries showing that she had either clocked in late or clocked out early. Chickie also said that MIL had been terminated because she walked off the job. MIL stated that she had been told she could go home early by the store supervisor after MIL and Chickie had gotten into a “discussion” about something. (I don’t recall what the something was.) Chickie stated that the late clock ins and the early clock outs were an ongoing problem for which she had counseled MIL. I was practically having kittens while waiting for my turn to speak.I asked her if she personally had counseled MIL about the late starts and early leaving, she said Yes.Do you have copies of those counseling notes? No, I didn’t think to bring those.But you counseled her yourself? Yes.Could you explain why you counseled her on incidents for which she had supervisor approval? But she didn’t, that’s why I counseled her.If you look at the far right side of this time sheet that you passed out to all of us, you will see that every time that she clocked in late or out early, it says “Supervisor approved”.Dead silence. The judge halted the proceedings right then and dismissed us. MIL won.

The most significant contributor to modern western management theory was Frederick Taylor, and his theory is known as Taylorism.The Management Theory of Frederick TaylorBoth capitalists and communists had a very dim view of human nature and considered that humans were basically, selfish and lazy and therefore need extrinsic motivation by either reward or punishment. The capitalists favoured the former and the communists the latter.Management it is believed is essential to supervise, monitor and provide suitable incentives for workers. Every stage of the manufacturing process had to be measured and recorded to ensure efficient outcomes. Taylorism produces time-sheets, billable hours, KPI’s, worker surveillance cameras and endless quality control check lists.Enter from left side of stage Lord Krishna with a completely different theory. Krishna taught that people are basically good and well meaning and have sufficient intrinsic motivation for the things that they enjoy.Countless studies have proven that people judge honesty, helpfulness and justice to be above wealth, status and power.Krishna’s key principle of management is the cultivation and nurturing of intrinsic motivation. “Let not desire for rewards or fear of punishment or failure be your criteria for action - perform all work as your duty alone.” (Gita 2:47)The fact is that bonuses and rewards often erode creativity. People will respond to the way they are treated. If people are treated with suspicion then they will become suspicious, if you treat them as fools they will act like fools, if you treat them with respect they will act respectfully.The best example of this intrinsic motivational management style is Buurtzorg International the most successful company in Holland - without managers and KPI’s, no targets or care-codes, no flashy offices or HR department, no promotional department, no time-sheets or supervision or quality control systems. Jos de Blok - a nurse himself started a home-care business with four other nurses, today there are 14,000 employees. The nurses are given complete autonomy and manage themselves independently, they earn more than other nurses and provide better care with much happier patients and all round efficiency.(All this without even studying the Gita!).

The manager of our wages section was having problems with an employee who continually made mistakes on time sheets. This went on for months with her work being corrected over and over. On the eve of her being fired I took her on in the accounting dept. Where she immediately did very well.Problem was quite simple if management had taken a proper look.The Wages supervisor had never figured out that in her mind, once a person had clocked up 100 minutes that was an hour. And there were 100 seconds in a minute!Working in Dollars and Cents worked out well, but I don’t think she would have managed Pounds, Shillings and Pence!!