We all make quick decisions, sometimes unaware that we’ve even made them. But unless we’re part of the walking dead, the majority of our actions include conscious thoughts on issues like what type of careers we’ll pursue, who will be our friends, or where we’ll live. The same is true in our daily work lives where the combination of our non-thinking and purposeful choices affects the quality of what we do and the impact that our decisions have on others. To build inclusive workplaces, both must be given proper attention. Ultimately, though, it’s how we act, rather than why we act, that matters most and where leaders should be focusing their attention.
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An organisational culture that has embedded unethical and sociopath traits at the senior levels and within HR sets the tone and the behaviour for the whole organisation. Over the years this behaviour from the top proliferates to lower level staff as the accepted standard. Staff change and they behave in a similar way to gain appointments to higher positions or to protect their existing job.
The accepted managerial behaviour is to restructure. This approach allows management to weed out those people with integrity and ethical behaviour that raise concerns. The smart ones, well they leave early before the restructure, so they get a good reference.
How much does it cost an organisation when the staff turnover rate is close to 40% over 3 years? Millions, that’s not an exaggeration, the numbers are easy to quantify, lost time, retraining, lack of commitment in staff, loss of organisational focus etc. The community deserves better.
The State government needs to independently appoint an investigative probe into councils on a regular basis when key performance indicators show signs of distress. It’s not rocket science, but good management, but that generally that is where the problems stems from. It’s a continuing cycle, incompetent, inexperienced people with sociopathic tendency appointing more of the same, so the cancer spreads until families and lives are affected with people considering to end it all.
Staff go to their doctors. Doctors prescribe medication. Organisations deny any wrongdoing and the senior levels dig their toes in to make life hell for the employee/s. It’s a terrible way when you are a victim and families suffer as well, but the sociopath and psychopath, they don’t have real empathy, it doesn’t affect them. “It’s only business”.
An organisation turns its resources into defending itself at the communities expense. The affected employee loses their social network of friends and is termed a disgruntled employee, and the organisation continues promoting those that provided support to management, to weed out those people with integrity, honesty and ethics.
Some decide to end it all. Most just leave, a little bitter, looking for a job to pay the rent, feed themselves and their family and also have a little hope of finding a better place to work. They lose a little more faith in humanity. And still others, like myself, continue with a passion to make a positive difference. My work will continue and my focus is to bring justice to an organisation that has bullied my friends and overcharged the public. The modified quote of Edmund Burke is my guide….” Evil prospers when good people stand idle” I will not be idle. Regards Charlie