Authored by: Dr Renate Scherrer, MD at JvR Consulting Psychologists
Human Rights Day in South Africa commemorates ordinary people asserting themselves and standing united to proclaim their rights. It serves as a reminder of people’s rights and the costs paid for it. Despite the fact that the world has probably never been more mindful than it is now of the issue of human rights, there is no doubt that the human race is a far cry from being able to honour the universal human rights of the United Nations established on the basis of humanity, freedom, justice and peace. Thriving vs Surviving In organisations, the modern-day realities of the pace of change and the demands of being switched on all the time adds significant complexity, pressure and uncertainty to work life. Agile principles for organisational sustainability also advocate for greater interdependence and team coherence to enable the realisation of organisational goals. The Bill of Rights preserved in our Constitution determines that everyone has a right to life, equality and human dignity. This points to more than just the basic requirements to survive. Employees and teams need more than decent working hours and fair pay to flourish. The case for ‘psychological safety’ As Peter Drucker put it: “Culture eats strategy for breakfast”. Therefore, organisations who are looking to succeed need to create a culture that will facilitate innovation, collaboration and extraordinary performance. This is where an environment of psychological safety can play a vital role in creating a safe space for team members to take risks and be vulnerable in front of each other. One may want to argue the relevance of vulnerability and risk-taking in the work environment. But these characteristics also go hand-in-hand with factors such as diversity, trust and respect, which all lay the foundation for sustainable performance. ‘A leader shows the way, whether he intends to or not’ Since leaders have a significant impact on crafting work culture, they need to be mindful of, and model/implement, the following:
Just as the infringement of human rights have dire consequences for those impacted, having to work in a psychologically dangerous environment only leads to negative outcomes for the individual, the team and ultimately the organisation. If the already challenging demands of the world of work are not mitigated with a psychologically safe environment where employees are valued and supported, their physical and mental health is at stake. The leader needs to be tuned in to the dynamics of the team interactions and proactively deal with it. This will create the climate and conditions that are necessary for sustainable and exceptional performance. ENDS MEDIA CONTACT: Rosa-Mari Le Roux, 060 995 6277, rosa-mari@thatpoint.co.za , www.atthatpoint.co.za ABOUT the JvR Africa Group: The JvR Africa Group of companies consists of JvR Psychometrics, JvR Consulting Psychologists, JvR Academy, and JvR Safety. With its head office situated in Johannesburg, the group conducts business nationally and across Sub-Saharan Africa. They work with test developers, consultants, and academic institutions all over the world and support a range of development opportunities and host events around People Development in Africa – a cause they feel is extremely important to the future of our continent. For more information on JvR Africa Group please visit: Website: https://jvrafricagroup.co.za/ LinkedIn:JvR Africa Group Facebook:The JvR Africa Group - People Development in Africa Twitter: JvR Africa Group YouTube: The JvR Africa Group
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Authored by: Dr Renate Scherrer, MD at JvR Consulting Psychologists
In a country where unethical behaviour and blatant corruption by political and business leaders seem to be the norm, more and more people are asking what causes it and how it can be prevented. What it means to be an ethical organisation If the leaders of an organisation have a strategy, vision and promise that is inspiring, and financial returns are actually positioned as a consequence of the company’s purpose, and not the reason for its existence, the call for principled action resonates throughout the organisation. The causes of unethical behaviour The factors that contribute to the level of ethical behaviour in the organisation are environmental-, organisational- and individual-level factors.
Leaders need to model good behaviour. Their unethical or self-serving actions will authorise others to do the same. Ethical leadership is not about what is said, but about what is done, every day, in the big and small moments. As they say: “A leader leads by example, whether he intends to or not.” The ethical disablers If the only goals are profit and shareholder returns the company may be opening the door to behaviour that will ensure success, no matter the cost. The way organisations reward their employees have a major impact on their behaviour. When there is no regard for the economic environment the business finds itself in and managers insist on targets that are unattainable, people will take shortcuts in a desperate attempt to meet the targets. The ethical enablers HR policies and procedures must embody the values of the organisation and reward good behaviour. Transgressions must carry real consequences. It is also important to have effective whistle-blowing mechanisms in place. Leaders and managers need to have the necessary tough conversations with employees who only do what is best for themselves. When the top sales performer in the company is engaged in any form of unethical conduct or his behaviour is toxic in the workplace, this needs to be addressed. By not acting the message is that money is more important than being ethical or acting in the best interest of all stakeholders. Prepare the soil Benjamin Franklin said: “An ounce of prevention is better than a pound of cure.”. Organisations have to continuously prepare and nurture the soil to produce healthy ethical behaviour. It becomes almost impossible to get rid of weeds when it has started to overtake the garden. ENDS MEDIA CONTACT: Rosa-Mari Le Roux, 060 995 6277, rosa-mari@thatpoint.co.za , www.atthatpoint.co.za ABOUT the JvR Africa Group: The JvR Africa Group of companies consists of JvR Psychometrics, JvR Consulting Psychologists, JvR Academy, and JvR Safety. With its head office situated in Johannesburg, the group conducts business nationally and across Sub-Saharan Africa. They work with test developers, consultants, and academic institutions all over the world and support a range of development opportunities and host events around People Development in Africa – a cause they feel is extremely important to the future of our continent. For more information on JvR Africa Group please visit: Website: https://jvrafricagroup.co.za/ LinkedIn:JvR Africa Group Facebook:The JvR Africa Group - People Development in Africa Twitter: JvR Africa Group YouTube: The JvR Africa Group |
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