Managers who use it risk conquering only themselves. In the workplace, though, it is ethically questionable. If the promise to retain was sincere, subverting it could subvert a key strategy of the combination.ĭivide-and-conquer might be effective on the battlefield, or when subjugating whole populations. This tactic is unethical, and therefore risky. Indirect subversion of the promise to retain employees is still subversion. A typical goal might be to drive up voluntary turnover in acquired units. Managers can then systematically discriminate in allocating resources and opportunities. Maintaining differences When managers have promised to retain employees in mergers or acquisitions, keeping organizational elements intact can be a divide-and-conquer tactic. Costs are high and repairs difficult, because they involve both reorganization and replacing people. This tactic damages relationships and depresses organizational performance.
#Divide and conquer meaning free#
Since neither one is fully responsible, the delegator is free to play one against the other. Delegating for conflict Delegating authority generally enhances effectiveness, but some managers delegate to create conflict by delegating different responsibilities to two people, in such a way that they must cooperate to succeed. After the immediate "benefit" fades, the disinformation can remain, limiting your future options. Disinformation of any kind is very risky, and it's especially risky to its source. See " Some Truths About Lies: I," Point Lookout for August 4, 2004, for more about lies. Lies - either of omission or commission - can create the impression that one party threatens the other. Lying Divide-and-conquerįeel weak One approach to dividing an alliance, or to keeping trouble alive, is to tell lies to one or both parties. And that could depress performance permanently after the decision - for the winner, for the loser, and for the entire group. Although performance might improve before the decision, this tactic can damage relationships permanently. Delaying the decision When subordinates contend for the same promotion or for some other desirable assignment, some supervisors delay their decisions, on the theory that competition creates superior performance. Foster unity, rather than divisiveness, in your team. Worries about your own position are better addressed by working on your own performance.
#Divide and conquer meaning professional#
If you really want harmony, work on the difficulty directly, possibly with professional guidance. See " Devious Political Tactics: The Three-Legged Race," Point Lookout for October 15, 2003, for more. This tactic can be a simple error, or even a misguided attempt to "give them a chance to work things out," but often its purpose is to keep the warriors in conflict, to protect the supervisor. The three-legged race Some supervisors assign responsibility jointly to two people who are already at odds. See " Devious Political Tactics: Divide and Conquer, Part I," Point Lookout for July 6, 2005, for more. Here are some of the forms divide-and-conquer takes at work. The application of this strategy in the workplace is widespread. …the art of using troops is this: When ten to the enemy's one, surround him When five times his strength, attack him If double his strength, divide him… As a strategy for dominating a situation, divide-and-conquer has a storied history.
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