The End of the Boss: Companies are doing away with middle managers- but workers shouldn’t jump for joy just yet.

In the article titled ‘’The End of the Boss’’ authored by Aoron Hutchins (2015) discourses the sensations of dismissing middle level managers. The article’s author, Hutchins has won various rewards in his journalism specialty in researching partisan, investment and public policy related issues. Hutchins undoubtedly describes the primary reasons as to why the occupations of the middle level managers are endangered in the current work market both in the government and private sectors. For the upcoming graduates, who will soon connect with the workforce the study is a suitable one as it offers realistic insights on the fact that the reduction of mangers in the current market does not lower the working responsibility. Although the article strategically points on the fact that dismissing the middle managers on average employs but fails to acknowledge the general effect of this conduct on the unemployment level.

Cording to Hutchins (2015) dismissing middle managers affects the hierarchical structure of the organization by increasing workload for the upper employees and affects the employment rate of those dismissed. The article ignites the matter by highlighting the existing tension amid workers and managers prior to the provision of a number of truths in regard to the recent occurrences of not incorporating the middle managers. Most of the leading companies such as Walmart has initiated the trends. The article particularly focuses on justifying the rationale behind dismissing the roles of middle managers. In that Hutchins (2015) asserts that it is a strategy that is aimed at lowering the involved expenses since most businesses are in search of minimal operating costs in order to accommodate the value of affordability which has the potential to attract the highest number of consumers. In addition, this trend is fueled by the need to allow fresh generations to participate and advance technology use for efficiency. This reasons are based on the need for elasticity and independence in business.

Hutchins (2015) appeared to be highly concerned with the impact of dismissing middle managers on the entire workforce since the absence creates low monitoring force and supervision leading to higher workload based on altering the hierarchical chain. Based on the fact that the author mainly writes addressing the policy makers, it would be anticipated by most that he would also address the general effect of the growing trend on the rate of employment. The article fails to offer ranging statistics to prove the threatening effects of the matter but does not also provide solution to the issue. More so, the author should have proposed on whether the affected middle managers would focus on high training and learning high management roles. However, the article’s significant and useful can never be doubted since it highlights some of the most recent changes within the corporate work and how it is affecting performances but does not offer any practical or realistic measures in regard to those that are affected by the transition.

In conclusion, it is apparent that the disappearing position of the middle managers has affected the hierarchical structures in organizations but also the future employment positions. Employees within the average positions should mainly concentrate on higher trainings in order to avoid the outcomes of unemployment. Although the article strategically points on the fact that dismissing the middle managers on average employs but fails to acknowledge the general effect of this conduct on the unemployment level.

 

 

 

Reference

Hutchins, A. (2015). The End Of The Boss: Companies Are Doing Away With Middle Managers- But Workers Shouldn’t Jump For Joy Just Yet. Maclean’s 128(19-20) pp. 36-37).