Reactive Management: An in-built negative approach raising hue and cry towards the problem and then solving it.
Responsive Management: A positive and a rather silent approach in solving the problem
Fuse Management: A more silent and destructive approach towards the solution.
The first two have ample examples in the textbooks as to how the responsive approach is better in comparison to the Reactive one. But what is then the Fuse management?
Fuse principle followers done their jobs even more silently and in advance as what the immediate bosses required. Gathers extreme knowledge base in the organisation. Take as much as load they can. Never give up hopes in the deep crisis and eventually sailed the boat quite easily at the end like a strongest rowers. Increase the dependency level of the peers.
The managers following the FUSE principle knowingly or unknowingly could spread a destructive repercussion that even can lead to the collapse of a department. They are highly workaholic, aggressive in solving problems and a bit introvert in nature. They are dangerous.
Generally a department relies too much on these people so that no back up or alternative steps exists in case those keymen left the organisations. In practice, the persons are in a good positions in terms of the knowledge to tackle things on their own. Sometimes corporations took the advantages of this (may be relocation problem, problem of proper opportunities etc) and take it for granted as they would never leave the association. Its wrong. Corporate strategy makers along with the HR associates should spend their valuable time in finding out those persons.