Hello, this is Laura Lee Rose. \u00a0I am a speaker and author. I am an expert in time and project management.<\/p>\n
I help busy professionals and entrepreneurs create effective systems so that they can comfortably delegate to others, be more profitable and have time to enjoy life even if they don\u2019t have time to learn new technology or train their staff.\u00a0 I have a knack for turning big ideas into on time and profitable projects.<\/p>\n
At the end of the day, I give people peace of mind.
\nToday\u2019s question came from a busy professional interested in freeing some time and space to advance in his career.<\/p>\n
There is a new research from the Univ. of Georgia that shows “what happens when employees feel excluded at work”:<\/em> While this article attempts to explain why some workers do unethical things in the workplace, it does not actually highlight the actual internal source. \u00a0 What is your opinion?<\/em><\/p>\n In general – it’s easier for employees to rationalize unethical behavior when they feel resentment, unrecognized and under-valued.\u00a0\u00a0 Although the employee is the only one that can “cause themselves to behave unethically”, there are various circumstances that individuals use to rationalize their own behavior.<\/p>\n 1) If they feel they are being overworked. The feeling of “resentment” comes from the “victim” mentality.\u00a0 Or the feeling that someone else is creating these difficult situations around you. But regardless of the external stimulus – you are totally responsible for your own behavior.<\/p>\n There are both ethical and unethical responses to the exact same situations.\u00a0 The company does not “cause” the employee to behave in any certain way.\u00a0 It’s the individual that will and can gravitate in either direction.\u00a0 Since all employees are different, it’s not the company’s responsibility to create environments that increases their chances that all their employee’s will act ethically.\u00a0 The training and development needs to come from within the individual and not external.<\/p>\n My recommendation is not to change the external workplace to “create ethical behavior”.<\/p>\n Since employees today average<\/em> 4.6 years at any given job, my recommendation is to coach employees on how to positively respond to any situation and environment that they encounter.\u00a0 That is really the way to succeed in any work environment.\u00a0 With the proper professional development, training and coaching, individuals can be made aware of more ethical responses to the current workplace environment. This training will start a chain reaction such that when the executives, managers, and employees start implementing this training; when they are openly executing at a higher level and when they are transparent with their goals and procedures. – the entire work environment culture experiences an ethical transformation.<\/p>\n I know your situation is different. Why don\u2019t we schedule an appointment, where I get to know more about your unique situation? And then I will be happy to make recommendations on what your best steps are moving forward. To schedule an appointment, book it HERE.<\/a><\/p>\n With enough notice, it would be my honor to guest-speak at no cost to your group organization.<\/p>\n
\nhttp:\/\/phys.org\/news\/2014-09-cheater-employees-excluded.html<\/a><\/em><\/p>\n
\n2) If they feel others in the organization is getting inappropriate bonus, rewards, promotions.
\n3) If they feel they are not getting the recognition they feel they deserve.<\/p>\n