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hbr
Stories in the media about everything from corporate scandals to political machinations to gangland killings often cite loyalty as a primary driver of corruption. We read about employees who didn’t report misconduct out of loyalty to dishonest colleagues or about a group of employees who embezzled money from the organization while remaining loyal to one another.
Most of us feel loyalty, whether to our clan, our comrades, an organization, or a cause. These loyalties are often important aspects of our social identity. Once a necessity for survival and propagation of the species, loyalty to one’s in-group is deeply rooted in human evolution.
Via The Learning Factor
Managers have the opportunity to use employees’ sense of loyalty for good, but they need to clearly lay out goals for people working in groups. Rather than just focusing the group on task group goals, managers need to stress higher principles, such as honesty and integrity, that should take precedence.
Managers have the opportunity to use employees’ sense of loyalty for good, but they need to clearly lay out goals for people working in groups. Rather than just focusing the group on task group goals, managers need to stress higher principles, such as honesty and integrity, that should take precedence.
Managers have the opportunity to use employees’ sense of loyalty for good, but they need to clearly lay out goals for people working in groups. Rather than just focusing the group on task group goals, managers need to stress higher principles, such as honesty and integrity, that should take precedence.