The reason for me to start this discussion is to understand the influence of Moral behavior and social setting on employee performance and engagement. Any inputs from readers will be of immense help. In the continuing blogs I will try to touch upon the various unconventional aspects that influence or enhance employee performance.
Games sometimes provide us with an illuminating analogy for other more serious activities- mainly social activities. Politics, economics, scientific, sports even war. One thing that has always intrigued me is how we will define a ‘game’.
What governs games and what makes it most interesting is the very fact that all actions are governed by rules- without the existence of rules and without any control- games cannot be played or there can be no games. How do we now relate this back to our day to day life- any relationships that becomes stereotyped and repetitive and in which ulterior motives are at work have been termed as ‘life games’.
Even workplace- which constitutes of million relationships, mainly complex are governed by some rules-Some very explicit- some implicit. These rules are derived mainly from the ‘values’ in which the organization is built and can be found explicitly mentioned in the contract letter and day to mails on ethics and behavior. What about the unwritten ones- the rules that we mainly get to know only when we break them. Moral behavior and social environment in the work place contributes heavily to this.
So, what makes a person accepted easily in an organization, especially in a globalised world- is it complying with the written rules and values or understanding and adapting to the unwritten rules. In other words, what employees do in organizations (public) may not accord with what they do in private- in other words the individuals moral behavior is shaped not only by his character but also by his immediate social context, the nature of his relationship to other people and the social pressures of work.
