It is normal for employees to expect favors from their bosses, and more so when they are friends with their bosses. Your judgment might be overshadowed by this unhealthy boss-worker friendship when it comes to rating performance and granting promotions. It can be very difficult not to become close with those who work with you for a long time. But as a boss, you know better than to cross the line if you want your business to succeed. It is never healthy for your business to be friends with
As he states, “ if the harm that will be done by the product to the public is serious and considerable; if employees make their concerns known to their superiors; and if getting no safisfaction from their immediate superiors, they exhaust the channels available within the corporation, including going to the board of directors. If they still get no action, they are morally permitted to make public their views; but they are not morally obliged to do so.” I think DeGeorge is correct becuasue whistleblowing should also progress in a natural course of cause and effect. Only when there is enough grounds to justify or clarify the wrongdoing, there is possibility of successful whistleblowing that ensures safety of
Despite the failure of this employee, it is instead a reflection on the manager, and his performance could be in question. This is an unfortunate situation. However, accountability in the workforce if often placed on a person who has earned the trust of the business owner, and he, in turn, trust that the manager will emphasize the same work ethics to his team. If an employee is not performing to the best of his ability and in turn shifts his responsibilities to others, this makes them accountable for mistakes made on his behalf. If a boss does not recognize this and take action against the employee who shuns his responsibility, it can create animosity in the workplace, and diminish the respect of his loyal employees.
It can be disheartening to an individual to put so much effort into what they are being paid to do just to find out that because of poor communication their work may have all been for nothing. Being a good leader doesn’t only require that you have the ability to communicate, but to be able to listen. Taking in the information and comprehending it is the first step to conveying what you are looking to accomplish. Getting to the point with people immediately with a task at hand can prevent the inability to finish any given responsibility in a timely manner. Sometimes change in the workplace can bring out a side in someone that you wouldn’t normally face with a normal interaction.
If there is doubt in the employee’s abilities, prudence dictates that the decisions of that employee should be reviewed so that mistakes do not make it back to the client, but it also dictates that the employee must not be fired on the spot. Courage does not apply particularly well to this situation; the person making the decision has little fear to confront. However, one must possess a measure of courage strong enough to allow him or her to go through with the decision to fire the poor performer if it is truly necessary. Temperance applies primarily when an employee makes one large mistake. A person possessing this virtue will not lose their composure and fire the employee immediately.
Scrambling and scared of not getting a bonus the manager threatened employees with a lie detector test. Believing this this would solve the issues with employees and rising percentages. We can see the manager is sacrificing his Relatedness Needs from Alderfer’s ERG Theory. By scaring and threatening his employees it is safe to assume that satisfying interpersonal relationships are not a priority. The Need for Power is observed according to McClellan’d Acquired Needs Theory.
Ensuring the businesses survival is key to success, so when rivals come along that may put out businesses, the CEO has to be better to vanquish the threat. When it is anyone’s game there will be times where the CEO have to be ruthless when it jeopar... ... middle of paper ... ...into their spot of intelligence and ego. Success does not come without its downfalls especially when it begins to deal with the people we need less. Though these psychopathic people seem to come off as common place for how they act and deal with decision making within their company. As a result they can show a wide range of negative traits that relates to psychopathy but are not really psychopaths themselves.
The ethical dilemma arises when employees fear retribution because their concerns are not taken seriously and keep information to themselves. Whistle-blowers are willing to sacrifice personally and professionally to expose wrong practices but are often victimized. Organizations punish and discourage whistle-blowers from reporting bad practices which means ethical behavior is not
Breaking an agreement with your employees – true integrity is based on keeping to your agreements Promoting self at the expense of others. You can also lose trust by : Not taking appropriate action when others engage in unethical behavior. Not living the Corporate standards of your firm. Not following through on commitments Not communicating openly - even the simple act of being vague and ambiguous can build confusion which creates mistrust. Do you trust me?
This content is going to guide you on how to work under a very difficult environment where the boss is a tyrant one. This is because the fact that your boss is a tyrant one, he or she should not be a hindrance towards your success. One should learn to thrive in the most difficult places and work with the tyrant bosses because no matter how tyrant someone can be there are still good things about them things that can add value in your life. Life itself is not easy so running away from a work place in the name of a boss who is a jerk won’t help or solve anything. Why employees find it difficult to work under the control of a tyrant boss Many employees don’t like to work under a tyrant boss and it is understandable the reason as to why they don’t like doing so.