Abstract
There are many reasons for not being able to make an honest and open assessment of a person's performance or capability. The manager may be in fear of being wrong, in fear of breaking a relationship, or, more often, in fear of confrontation. The root cause may also be racial or colour prejudice, culture or religious prejudice, or, sex or age prejudice. Or it may just be a superiority (or really an inferiority) complex that gets in the way. There are many difficulties and problems involved with managing people but offered no solutions. The author takes an “engineering” approach to the problem which is based on the premise that engineers always try to find out how things work, and create models to help them progress. (4 pages)
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