The Pretense of Objectivity:

Workers are often reluctant to acknowledge that they are viewing organization life self interestedly and are constantly in the position of having to pretend that their perceptions and working style are unbiased. In fact, woe unto the people, who systematically give events a “self interested twist” that their responses to people, events, and situations are made with “hidden constituencies” in mind.

I am referring self interested agendas/pursuits or the functional brutality within the organization that employees engage in schisms, misrepresent the shades of truth, in order to survive a work day with a modicum of success and personal dignity.

The artifact of mind insight instructs that the primary requirement for advancement as a mediocre employee (below average performer) is obedience and compliance. The results of your work are irrelevant; what matters is the loyalty to the person who is in a position to reward you. Mediocre workers who act as opportunistic herds drain the spirit and commitment out of the best workers and in doing so, low performers are consequently over compensated who learn how to GAME the system and do just enough to survive.

As one of the senior HR consultants from McKinsey asserted “The biggest reason of workplace cynicism is the coworker who never strives for excellence and personal growth and manipulate the shades of truth and woe unto the bosses who reward/compensate those low performers deliberately the same or most often much more”.

Progressive organizations understand that an effective manager is responsible both for the outcome but also for how the outcome is achieved. “Straight from the Gut,” by Jack Welch (CEO of General Electric for 22 years) is an inspirational book which entails how to classify and reward talent as per the competency of individuals and to prevent firms from ouroborus of corporate/academia despair.