Otsustusprotsesside mõistmine organisatsioonis on muuhulgas näiteks organisatsiooni võimekuse ja arengu seisukohast vajalik, sest viitab nii kultuurile, kliimale kui ambitsioonidele, mis suures osas raamistavad organisatsiooni käitumise. Siinviidatu võiks huvi pakkuda kõikidele töötavatele ja veel mitte töötavatele inimestele.

Kontekstiks Anna Karenina printsiip:

In line with the Anna Karenina principle (Tolstoy, 1877; see also Diamond, 1997), moral individuals, teams, and organizations are all moral in a relatively homogeneous fashion; however, immoral individuals, teams, and organizations are immoral in their own unique way, including behavior such as bigotry, gaslighting, abusive supervision, ostracism, dishonesty, manipulation, counterproductive work behaviors (CWB), and unethical acts.

Makiavellismi kolm alldimensiooni:

Machiavellianism is posited to consist of three sub-dimensions: manipulation, cynical view of humanity, and an “ends justify the means” mentality (O’Boyle et al., 2013).

Mis raamistab selle, mis on moraalne?

Following past definitions of climate (Schneider, Ehrhart, & Macey, 2013), we define a Machiavellian climate as the shared perception that gaining and using power dictates what is moral.

Kliima ja kultuur on erinevad:

Climate is related, though conceptually distinct, from culture. Culture defines the manner in which employees are expected to act and feel within the organization, as well as defining the basic values and beliefs of the organization (Schneider et al., 2013). Climate conceptually communicates with culture as it defines the way employees make sense of culture and decide what is proper (Ostroff, Kinicki, & Tamkins, 2003).

Makiavellismi tuum:

While there are numerous debates on the original intention of Machiavelli (Parkinson, 1955), we argue that, at the core, the ideological construct of Machiavellianism refers to gaining control and status (Dahling, Whitaker, & Levy, 2009), that is, power, as the ultimate aim with gaining, maintaining, and using that power as the primary moral focus.

Eesmärk on võim:

Machiavellianism challenges Judeo-Christian moral ideals such as integrity, honor, and decency (Mel´e & Fontrodona, 2017), asserting that what is genuinely moral or right is the acquisition and leverage of power. Rather than lying, cheating, or stealing as the basis of immorality (Kilduff, Galinsky, Gallo, & Reade, 2016), Machiavellianism condemns the loss of or failure to use power as true immortality since power is the ultimate aim.

Isegi kui töötajad organisatsioonis ei oska hästi seletada, mida või miks organisatsioonis toimub, siis nad tunnetavad ja mõistavad paljutki. On naiivne arvata, et töötajad ei märka manipulatsioone, isiklikke madalaid eesmärke jms.

In other words, we anticipate that employees high in trait Machiavellianism will be more prone to accept the moral paradigm of power as the source of morality. Indeed, prior research on climate has found that when the traits of employees match the climate the climate’s effect on employee outcomes is strengthened (Babalola et al., 2022).

Lugemishuvi suurendamiseks:

Organizational theory is further forwarded by reiterating that ethics is not a dichotomy between moral and immoral decisions (Sandel, 2011). Indeed, no single moral paradigm can adequately address all situations, and people frequently favor the rationale of different paradigms depending upon the context.

Matthews, M. J., Kelemen, T. K., Matthews, S. H., & Matthews, J. M. (2022). The Machiavellian Organization: A Multilevel Model to Understand Decision Making in Organizations. Group & Organization Management, 47(2), 413–439. https://doi.org/10.1177/10596011221081281