同事缺德怎么辦？
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????比如，在上班時間使用互聯(lián)網(wǎng)?！叭绻皇窃谑フQ節(jié)前的一周做點緊急采購，你最好不聞不問，”韓鐸說?！芭c此相反，如果某人在辦公室瀏覽色情網(wǎng)站，你就有責(zé)任強力介入，除了可能造成法律后果，還因為那種行為實為不當(dāng)。”換句話說，作為部門主管，你有權(quán)力制定規(guī)矩來規(guī)范團隊的行為，那么就要使用這種權(quán)力。 ????而如果對象是你的老板，情況就微妙得多。“在向高層報告之前，確保你的觀察準(zhǔn)確無誤，”韓鐸說?！爸苯訂柈?dāng)事人，‘我想我看到你做了某事，我看錯了嗎？’用疑問句，并且給老板一個解釋的機會；如果關(guān)系到犯錯，也給他一個改正的機會?！?/p> ????如果這樣的做法沒有效果，那么進入第三階段?！跋蚬靖邔訄蟾娌划?dāng)行為，并要求保持匿名，對話應(yīng)該嚴(yán)格保密，只有對話雙方知情?！表n鐸建議。“還是要使用疑問句，而不是直接指控?？梢赃@么說，‘我發(fā)現(xiàn)這些情況……公司會如何處理？下一步會采取什么措施？’” ????到了這一步，韓鐸說：“公司處理道德疏失的正式流程應(yīng)該啟動了，大多數(shù)大公司都有這樣的流程。球到了他們的半場，你就該退避，讓位于規(guī)章制度。”如果你做到這些，但還是一切照舊，他補充說，“那我就會仔細考慮是不是還要繼續(xù)待在這里了?！?/p> ????如果困擾你的行為屬于違法行為，那么越快告發(fā)越好。公司高層也許不會把你當(dāng)作英雄，但你至少也會得到一些不情不愿的感謝。律師詹姆斯?柯蒂斯指出：“把違法行為扼殺在萌芽狀態(tài)最符合公司自身的利益。常常出現(xiàn)的情況是，直到監(jiān)管者已經(jīng)介入，CEO還從未聽說過被調(diào)查的違法行徑。到了那個時候，一切已經(jīng)為時已晚?！?/p> ????倫理資源中心還有一個發(fā)現(xiàn)：假公濟私除了是最常被發(fā)現(xiàn)的不當(dāng)行為外，也最少被告發(fā)，只有38%的人會站出來。（作為對比，對官員行賄被告發(fā)的比例為77%，而對客戶行賄更有高達79%的可能被告發(fā)）。不難看出，和你處于同樣處境的人對于什么值得告發(fā)，什么可以容忍都有明確的判斷。當(dāng)然，如果這樣的容忍沒有底線，也許某一天你醒來，結(jié)果發(fā)現(xiàn)自己的公司突然成了第二個安然（Enron）。祝你好運。 ????反饋：你在工作中發(fā)現(xiàn)過不道德、甚至是違法的行為嗎？你揭發(fā)過嗎？結(jié)果如何？敬請留言評論。 |
????Take, for instance, using the Internet on company time. "If someone is doing a little last-minute shopping the week before Christmas, it's probably best to just overlook it," Handal says. "By contrast, if someone is looking at porn online in the office, you have a responsibility to put your foot down, in part because that could turn into a legally actionable situation, and in part because it's just totally inappropriate." In other words, as department head, you have the authority to make rules about what your team can or can't do on your watch -- so use it. ????With your boss, the situation is a bit more delicate. "Before you go to higher-ups to report anything, make sure you're right," Handal says. "Ask this person, 'Did I see you do what I thought I saw?' Phrase it as a question, and give the boss a chance to explain -- or, if the situation arose from a mistake, to correct it." ????If that has no effect, proceed to Stage Three. "Report the misconduct to someone higher up in the company, and ask to remain anonymous and keep this conversation strictly between the two of you," Handal advises. "And again, phrase it as a question rather than an accusation. Say something like, 'Here's what I've noticed is going on -- how would the company handle that? What are the next steps?'" ????At that point, Handal says, "the company's formal procedure for dealing with ethical lapses -- and most big companies do have one -- kicks in. The ball is in their court now, so step back and let the process take over." If you've done that and nothing changes, he adds, "I'd think twice about continuing to work there." ????If the behavior that's bothering you is illegal, the sooner you speak up, the better. Senior management may not regard you as a hero, but you'll have earned at least some grudging thanks. Notes attorney James Curtis, "It's in companies' own best interest to nip illegalities in the bud. Too often, the CEO never hears about wrongdoing until the regulators are already involved, and then it's too late." ????One more word about the Ethics Resource Center study: The most-observed shady behavior -- using company resources for personal purposes -- was also the least reported, red-flagged by only 38% of those who witnessed it. (Bribes to public officials, by contrast, got reported 77% of the time, and bribes to clients 79%.) That means people in your position are making plenty of judgment calls about what's worth reporting and what to let slide. The trouble with letting too much slide, of course, is that one day you wake up and you're Enron. Good luck. ????Talkback:Have you witnessed unethical or even illegal behavior at work? Did you report it? If so, what was the result? Leave a comment below. |
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