Don't Let the Bad Guys Win 557.2
During a seminar on ethics in the workplace, participants spoke about a wide array of unethical conduct they'd recently witnessed. They talked about high-level employees who lied on internal reports or blatantly took credit for the work of others and the intimidation or abuse of subordinates. These were clear-cut violations of organizational policy. Yet, in most cases the perpetrator escaped any serious sanction.
Executives, who have the responsibility to uphold organizational standards, seem to find an endless array of excuses to look the other way. And so the culture of many private and public institutions reflects a don't-rock-the-boat, avoid-confrontation-at-any-cost philosophy that undermines institutional integrity and morale.
When managers systematically allow employees to get away with forbidden behavior, they make a mockery of organizational policies and ethical rhetoric. What's worse, they cultivate seeds of inefficiency and corruption and demoralize employees who would willingly live up to higher standards of personal conduct. Every time we let a bad guy win, we weaken the resolve of dozens of ordinary folks who need to know that playing by the rules is not just for suckers.
How many organizations are mired in the quicksand of hypocrisy because they're led by executives who are too timid or ambitious to demand honorable behavior? Good organizations need good people — men and women of principle who can resist the seductions of short-term political expediency and overcome fears of litigation or unpopularity.
This is Michael Josephson reminding you that character counts.
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Comments
I listen to your comments when I get a chance to hear them on the radio. I am increasingly frustrated as a corporate accountant with high ethical standards. I have left three jobs over the last several years because I won't lie, cheat, or steal from customers.
CEO's, bankers, lawyers, and sometimes even auditors don't want to express the truth regardless of their professional responsibility. I have stopped highlighting in interviews that I am an honest accountant. I have found that not many want an honest accountant and I need a job. I still tell the truth on the job, but I choose carefully which battles to fight. I have a family and need to put food on the table.
I have found the symptoms of Enron and WorldCom have become pervasive throughout our society. If we don't clean up our act, I fear we as a society will continue to weaken. And our enemies, whoever they might be, will take advantage and we will have another 9/11 or worse.
I appreciate your commentary. I wish more CEO's would listen to you.
Posted by: Anon Taylor | March 11, 2008 3:38 PM
I really appreciate your commemts, but instead of just focusing only on the executives upholding the moral ethics, how about focusing on the employee side as well.
Posted by: Arum | March 11, 2008 9:08 PM
I teach my profession "commercial licensing/permitting" specifically "big rigs" that travel throughout this nation and require several permits from many govermental regulatory agencies. I always stress the importance of ethical and moral business practices and policies. Most "truckers" have no idea how much money these permits really cost and there are always dishonest agents amongst us. I'm comforted knowing I'm teaching and encouraging honesty. My next class is next week and you bet I'll be tooting my horn about "doing the right thing".
Posted by: Chris Baratta | March 13, 2008 10:00 PM
Well said.
Posted by: Rachel | March 14, 2008 7:57 AM
I've been in the financial field for over 25 years. I too have experienced several dishonest CEO and Presidents who cheat and steal. I also inform employees should you walk off with a pen or pencil from your employer you are stealing as well. It is very hard today to find an employer who really are concerned about running an honest company with moral values. Like the editors statement, I refuse to lie and cheat for someone else. I just keep in mind that what goes around comes around. Honest people stay focused and always true to yourself. I know times are very hard to keep a job as well as getting another job, but keep in mind there are still good companies who are seeking good employees. You just have to find each other. Take care.
Posted by: Terrie G. | March 14, 2008 10:16 AM
Wow, right on the button....too many Chief's and Bosses allow bad behavior to poison an agency/department because they want to be liked/loved...they forget that you can't please all - sometimes you have to piss people off and hold them accountable. "Do the Right Thing, When No-one is Watching"..they need to focus on the mission and needs of the agency/department, not the personal needs of individuals.
Posted by: Louie | March 14, 2008 11:23 AM
You nailed it. So impressed was I that I had to read and consider these well formulated words several times. Very impressive sir.
Posted by: ernie keebler | March 14, 2008 3:27 PM
I work in the fire service. The biggest crime is the legacy left behind; that it is OK to behave unethically. That it is OK to achieve a position based on hypocrisy and that then it is their turn to behave badly.
I appreciate reading your column.
Posted by: Hector | March 14, 2008 9:10 PM
Thank you for addressing the employer problem. And I have to say, "Good for you," to the comments posted by the other Taylor. It's exasperating and frustrating and so very painful when the people in power go along with the corruption of other people in power and then preach to us about ethics and responsibility.
Posted by: Taylor | March 15, 2008 2:06 PM
The one issue I haven't read in all the comments is the double standard of ethics. It's a violation that must be enforced if I do something wrong but if a manager or upper level person does the same exact thing, then it was a guideline, and you can't be punished for violating a guideline.
Depending on the organization, whether public or private, the issue is consistency with both labor and management. If the boss takes a pen home, and that is a rule violation, then he or she is punished the same as the lowest level employee. Or the "golden child" has a major violation and nothing is or little is done and a less thought of employee is punished harshly for a "relative" minor offense. That is where the real internal issues develop, at least in my nearly 30 years in both the private and public sectors.
Thanks for the opportunity.
Posted by: Steve | March 17, 2008 5:11 PM
Should an employee file a grievance or pursue a lawsuit when he/she is a victim of slander/defamation of character by 1-2 co-workers in the workplace, and it negatively affects the work enviromment?
Posted by: Keith Sloane | July 4, 2008 7:16 AM