Some Ways to Improve a Sick Organization

Some Ways to Improve a Sick Organization

The leaders of a sick organization must want to improve it in order for any positive changes to occur. Unfortunately, most sick organizations appear (one theory of mine) to be stuck in a rut of doing things the same way over and over again because of the mindset of the leaders that this is how it is done, and do not really want to improve because it would involve more work than it would want to do. It is much easier for those in charge to take the easy way out by keeping everything the same, and to get rid of the troublemakers as they pop up.

Another of my theories is that the leaders of a sick organization appear to be addicted to power over others, and they get a good feeling, maybe of greatness, or accomplishment, in exercising their power over others. As with all addicts, there will be no change unless they want to change --- and they usually don't.  Why would they want to change their good feelings about themselves?   Compare the rule of a sick organization to that of a Hitler, or others we now call tyrants, who were leaders of sick organizations in their day.  

Thus, sick organizations can stay sick for a very long time.

Following is a list of some of the things a sick organization can do to improve (in no special order) :

Stop harassment of independent thinkers.

Stop rewarding those that tell good jokes, that are politically-connected, or that are "tennis-buddies" --- reward good work only.

Stop the stealing of ideas, inventions, thoughts, time, labors, etc., of the workers.

Stop trying to silence those expressing comments or thoughts about improving the organization, and try to learn from them.

Stop infighting and slanders of staff to improve cooperation on in-house joint projects.

Stop exploitation and abuse of interns, graduate students, and lower staff.

Follow student, intern/employer/employee handbook.

Stop making up new rules without discussion and input from all employees.

Treat all staff members fairly.

Stop kangaroo court hearings.

Allow new ideas from all.

Give proper credit, especially in local media, to right people that did the work.

Stop lying to staff.

Stop political hiring, firing, promotions, and raises.

Stop siding with supervisors over staff in conflicts without knowing the truth.

Listen to all sides and ideas.

Stop nasty tricks, set-ups, etc.

Follow the laws of the city, county, state, and nation in all personnel dealings: hiring, firing, promotion, raise, etc., practices.

Promote/give raises based on good work rather than politics or nepotism.

Stop false statements on job performance evaluations.

Stop catering to "famous" staff, or those with hissy fits, and their wants or demands.

If the above changes are made, and the leaders of the sick organization try to improve the image the organization has with the locals and regional-national related organizations, then the sick organization may be seen by others as having a healthier image. Unfortunately, just as when an individual's image is tarnished, a sick organization may retain the image of being sick for a long time, especially if the organization has the reputation of treating people unfairly and/or badly.

Adrian R. Lawler, Ph.D. ,   (C) 2012 --