Can getting promoted change your moral values?
Posted on Feb 14th 2021
Holding a higher position inside an organization increases the identification of that person within the company. In turn, they get blinded to the team's unethical behavior. This means even though the leaders are highly ethical, the higher position status can stop them from speaking up against those manners.
Why is dissenting hard for leaders?
Higher position leaders' tendency to avoid dissent may seem surprising, even though they have less fear to disagree with other employees in the company because they hold the higher positions to evaluate others.
The main reason for this matter can be group identifications. The higher rank leader feels associated with the group, and he thinks that he has the value for his membership in the group. Consequently, he ignores other employer's behavior in the group.
A solid feeling of recognition proof is useful for organizations. Relating to the group can persuade individuals to offer more and make them more willing to sacrifice to benefit the group. However, our exploration shows that it can likewise lead individuals to disagree less with unethical conduct.
It's likewise important to note here that while rank regularly associates with group, the increased team's identification is not simply the high position — that decreases dissention. That implies that different elements, such as time allotment in the association, or culture fit with the gathering, could likewise affect bunch ID, which could comparably make individuals disagree less.
What does this mean for leaders?
Given these conditions, what can leaders do to ensure that unethical behaviors are identified and properly addressed by them?
Leaders positioned at higher ranks should look forward to a change in their moral compass. After getting a promotion when you feel more connected to your team, you should consider the cost associated with that benefit.
Similarly, when your teams' employers get a promotion, you should guide them about the potential behavioral changes that might affect their role in the organization. This improves the work environment and sends a message that managers are open to dissent within their teams.
Low ranking team members are usually not given honest advice, but that should be done. Leaders need inputs from such employers of the organization who are less invested in the organization or less influence in the company. It will make the environment work efficiently for both leaders and employers.