One Theory : Why Some Organizations Stay Sick a Long Time (by Adrian R. Lawler)

One Theory : Why Some Organizations Stay Sick a Long Time (by Adrian R. Lawler)

The following comments represent one theory (of possibly many) on why/how some sick organizations could stay sick for a long time:

One reason some sick organizations stay sick a long time is that the head leaders are continually selected from within the organization ranks. They then continue all policies and management style, etc. that they worked under/on and are used to following, continue their buddies in positions of power, and thus continue the organization's sickness over years. Even a new leader selected from elsewhere can be visited and influenced to be their buddy and follow the same everything, including those to pick on, as before.

People selected as head person/supervisor tend to enjoy (or learn to enjoy) control or dominance over others. They tend to think they are always right, and cannot be questioned in any way without getting angry in some way (they might just turn red and appear ready to explode). Only their authority, ideas, or their way matter. If one complains or questions or has an idea of his/her own and the leader(s) do not like it he/she is labelled a "troublemaker" --- which is then voiced far and wide to label that person as an enemy of that particular organization.

Since the other people in the organization then tend to shun/persecute those labelled "troublemaker" in order to get/stay on the "good side" of the tormentors/head person and thus try to avoid their own persecution for being on the "enemy's" side, the staff becomes apprehensive/wary/more isolated/distrustful/etc. and the organization communication starts shutting down. Staff won't admit the "troublemaker" helped them, or saved their project, or anything else good because being the "troublemaker" everyone "knows" he/she does no good, even if it is not reality, and saying something good about the "troublemaker" will put them in jeopardy. There is less cooperation from/among staff because they are avoiding the tormentors and the "troublemaker" (they don't want to be treated that way), and they are spending a lot of time and energy trying to protect themselves.

It is especially bad if someone recognizes the problem, mentions it, and is then shut up (silenced) because it is not "their business," a change would cost too much time, effort, and money, a political order comes down to stop anything from changing present system (which some people like), etc. If this occurs then the staff gets the message that no one really cares, no one is listening, nothing is ever going to change ---- so it becomes every person trying to save his/her own rear. Then you get infighting and protection of "territories," status, image/ reputation, etc., which lead to various words between various people --- and cooperation is stalled. Joy is mostly gone from the organization work, and the organization stalls........... (Competitors delight in sick organizations because they cannot compete well.)

It can stay stalled for years, unless fixed.........

The "troublemaker" may be kept on as an example to/punching bag for the rest of the staff, and as the local "black sheep," so all (leaders & staff) can continue their torment (which gives some great delight and some feeling of power to all who torment the victim, and gives staff a target for venting their anger, etc.), etc. The leaders think they are doing great because they are keeping the complainer/questioner/boat-rocker/free thinker/etc. under control and the rest of staff are following their lead of shunning/tormenting the "troublemaker" and the enemy is contained and the organization stays the same.

If the "troublemaker" leaves (for any reason), then the sick organization may talk about him/her for years to use him/her as an example of what not to do, as a "black sheep," as a teaching story for interns/employees, etc. Over the years the sick organization takes great delight in embellishing the story so the person who first asked a question, or had an idea, or complained about unfair treatment etc., goes from "troublemaker" to the organization's "bogyman." And since the organization wants to stay the same, they must pick another person as their "troublemaker" and new target for all so all stays the same.........

And some of the organization staff no longer complain or question, or have an idea of their own, or think for themselves because they saw what was done to one who did. And the sick organization continues on with no real advance in ideas, production, or reputation. .......... And few, or none, of leaders or oversight powers at the organization are smart enough, or care enough, or will investigate to see what is going on and get advice/help from some specialists. But some others may see........

The "troublemaker" could have been "broken" by all the torment, and stress, and left organization, or stayed/left to become an even better survivor and stronger person. If he/she became stronger some of the organization may continue to "pick at" him/her for years (even if gone), because they have not yet finished their task of tearing him/her apart, or their brain is still "stuck" on "getting" that person. By then the "troublemaker" has three main options: (1) do nothing and let the torment continue (to keep the job, or if gone let torment continue and just try to forget it), (2) seek revenge and expose sick organization far and wide (like they lied about him/her), or (3) still believe in the concept of the organization but not how it is operated. If the "troublemaker" chooses the last option he/she may be able to wield some influence (whether still at organization, or gone) to help change the sick organization, because he/she has more proof the organization is sick from their continued torment and feels his/her job and family are/can be no longer threathened, and quietly tries to make it better. At any rate, the "troublemaker" is/was probably affected in one to many ways that badly stressed people are known to be affected. Those people at the sick organization may be affected in some ways if they have a conscience and a feeling of right and wrong.............

And if the sick organization never recognizes (one ex: positive PR, thanks, etc.) the "troublemaker" for the work he/she did, or never tries to correct (showing it can acknowledge good in "troublemakers") the lies against him/her, or allows the sick practices of the organization to continue, or does nothing, it will continue to stay sick (and the same), and be known as sick ...............

( My theory could be true. Things could happen as I presented them. (Compare part of above to a wolf pack.) Experts on sick organizations are requested to comment on this theory and its various parts/paths. Others are encouraged to note their observations, experiences, etc., to help us all be able to better deal with a sick organization, the people really causing the real problems, and the resulting stress, because sick organizations are all around us and will affect us all sometime during life.)

Adrian R. Lawler, Ph.D. ,   (C) 2011 --