In our study of Industrial Relations, it is natural that we look at the management perspective within a unionized context. The typical perspective in this setting is that the union represents the voice of the workers in the necessary fight for equality, transparency, and the breaking down of traditional hierarchical barriers. Management, on the other hand, is represented as the ‘master’ in the ‘master-servant’ relationship. In this type of traditional hierarchical paradigm, management is seen as unbending, unwilling to listen, and unable to connect with employees.
There is no doubt that these types of relationships continue in varying degrees in all of our Canadian workplaces. There is, however, a significant shift in executive leadership and management style that is now starting to change this polarized perspective.
Peter Aceto is the CEO for Tangerine Banking Services in Canada. In a recent interview, Mr. Aceto describes his non-traditional approach to effective leadership.
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It is interesting to note that Mr. Aceto’s approach to working with employees and breaking down hierarchical barriers seems more like that of a traditional union leader than that of the traditional CEO. It presents a fundamental opportunity for change.
- Identify two management practices that the CEO of Tangerine has implemented that would typically be fought for by a union.
- What benefits would a union bring to this type of a workplace environment?
- What are the risks to this type of management style in a non-unionized workplace?
- How does this non-traditional leadership style appeal to you?