Complimented by a hit soundtrack which features four smash hits (Glenn Frey’s “The Heat Is On,” The Pointer Sisters’ “Neutron Dance,” Patti LaBelle’s “New Attitude,” and Harold Faltermeyer’s breakthrough hit “Axel F”), the film’s action and suspense sequences play out to the backdrop of adrenaline pumping beats and synthetic keyboard sounds. The music itself provides a small glimpse in the musical experimentation of an age that witnessed the convergence of high technology and sound. In a way, Beverly Hills Cop typifies the decade of the 1980s, but it does so without being so overly engrossed in the cultural fads of the day as to be outdated and ridiculous in the eyes of a modern audience. This is one of the core strengths of the film and one of the reasons millions of fans enjoy watching reruns of the movie on cable.

One of the more unique films of the 1980s, Beverly Hills Cop created a new sub-genre of film by splicing the serious action/suspense genre with the comedic personality/comedy genre. As a rare talent, Eddie Murphy is uniquely positioned to pull off the coup, carrying the film on the back of his personal likeability and hilarious brand of comedy.
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The major challenge with this ?do as I say? approach was that the representative reported that there was little risk taking and that their opinions and ideas were not listened to, and as a result they often felt frustrated, under valued and in some cases threatened.
The sources of this behaviour appeared varied. Firstly some of the managers were simply mirroring the behaviour of previous managers that they had had themselves and in many ways did not know any form of management. Very little management training had been given to either the senior managers or the managers themselves…

When we worked with some of these managers we found that their behaviours changed very quickly and many were glad to be out of their ?do as I say? role as they had never felt very comfortable with it. . Other managers, although having been trained continued to “dictate” either through fear of their own superior, an inability to influence peers and reports through collaborative discussion, and in one case, a misguided belief that their people did not have potential unless they were told what to do! The managers who continued in this fashion tended to be average performers.

The ?Now you see me, now you don?t? or the ?Disappearing? Manager.

This group we found was the largest group within the twenty-five that we observed.
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