WHY DO WE CREATE - - WHAT WE SUPPOSEDLY HATE???

If most of us were to take a quiz about things we "hate", our list probably would include some of the following:

• People who show others "No Respect"
• People who "Bully" others.
• People who are Narcissistic, Egocentric or simply Braggarts.
• People who are Unethical.
• People who "Whine" about how they are Treated.
• People who are Hypocritical.
• People who want Something for Nothing.
• and -- the Tragic Results of Addiction (ie. Drugs, Alcohol, Sex, etc.)

Most civilized people would condemn such horrible practices/conditions -- but the truth is WE, as members of society, tend to perpetuate such Bad Practices! WE Create What WE Supposedly Hate. Check out the following:

www.mercurynews.com2017/7/10/bad-behavior-is-trending-online-inspiring-it-in -real-life/ "Young children know that name-calling is wrong. Tweens are taught the perils of online bullying and revenge porn. It's unacceptable and potentially illegal. But celebrities who engage in flagrant attacks on social media are rewarded with world wide attention". "Experts say it's affecting social interactions in real life".

So, we say we are against such bad behavior -- but we accept it/ laugh at it/ and by our acceptance -- give our tacit approval of it. (In fact some SICK/ MISERABLE human beings video & place on social media their own kids perpetuating such uncivilized acts!) As adults, we even elect people to public office who openly display such unacceptable behavior.

When it comes to our business relationships, uncivilized behavior, which we say we despise, is now affecting business productivity. Consider this: www.sciencedaily.com/releases/2013/01/130184048.htm. According to Thunderbird School of Global Management, "Rude behavior at work is increasing and affects the bottom line. In 2011, 50% of workers surveyed said they were treated rudely at least once a week -- up from 25% in 1998. (Okay, some of you will say we are raising "over-sensitive people" who can not handle any level of criticism. Perhaps you are somewhat right--- so cut the 50% in half, That is still too much and is still creating a terribly negative impact on business!) According to this study, the Level of Rudeness in business is creating the following results:

48% of employees surveyed decreased their work effort as the result of the rude behavior. 47% spent less time at work. 80% lost work time worrying about the incident. 63% lost work time trying to avoid the offender. 78% said their commitment to the organization declined. 12% said they left their job because of uncivil treatment. 25% admitted to taking out their frustration on customers.

Again, those who believe that today's society over-reacts -- cut the numbers in half & we still have huge problems. No wonder productivity lags expectations. We have created an uncivil society and we are starting to pay the price!

According to AccounTemps, as reported in Forbes - managers and executives at Fortune 1,000 firms spend 13% of their work time, the equivalent of seven weeks a year - mending employee relationships and otherwise dealing with the aftermath of incivility. How did we get to this point? Again, often WE Create What WE Supposedly Hate! Consider the acceptance of Unethical Behavior. www.psychologytoday.com/blog/science-small-talk-201206/when-good-people-behave-badly. Several great points:

• Unethical Behavior is Context Dependent. (We rationalize that it is a small thing in order to solve a pressing problem).
• Unethical Behavior is Incremental. (Every time, it becomes easier).
• Unethical Behavior is Contagious. (Seeing others behave poorly loosens the social conventions that otherwise pressure you into behaving well). YES -- how often have we heard of the "slippery slope"?)

We often create an environment that essentially promotes Bad Behavior in business. Great Britain's "Telegraph" reports the following from John McFarlane, Chairman of Barclays Bank. He says "he would scrap the current bonus system for bankers and replace it with a scheme that rewards long term performance." Essentially, large bonuses for investment bankers encourage Bad Behavior and short term thinking.

Basically, if we do not want to Create What WE Supposedly Hate -- we must be "on-guard" at All Times. It's just too easy to cross the line as to Civility, Ethics, Physical or Psychological Dependence or any of the other avenues to Destruction of ourselves and those around us. Consider www.whistleblowersecurity.com/tone-at-the-top-how-leaders-can-create-a-company-culture-of-integrity. This points to the fact that Bernie Ebbers, of World Com infamy, once stated that "a proposed code of ethics was a colossal waste of time". As history shows, that did't work out too well for him or his company, did it? As the article notes, "Those caught up in this evolution of illegal and unethical behaviour don't see it as such. What they see is an immediate problem that needs to be fixed and pressure from Upper Management to do it." The article notes, furthermore, that management must lead by example (employees are not likely to report on any unethical conduct. Here's five reasons why:

• They don't believe any corrective action will be taken by management.
• They don't believe their reports will remain confidential.
• They fear retaliation by Supervisors
• They fear retaliation by Co-Workers.
• They don't know who to contact. If these issues are not positively addressed by Management, then YOU will foster Bad Behavior in your organization.

So, how do we minimize our Creation of the things WE Supposedly Hate? We are role models (whether we like it or not!) -- to our Kids, Neighbors, Business Associates, Friends, Enemies -- whoever. It is far too easy to forget our beliefs or our "upbringing". We MUST be a light and set a tone. Lack of Civility in Politics, Sexual Scandals, Unethical Business Activities, Acting as Poor Moral Models for our Kids ---- NONE OF THIS CAN BE TOLERATED. We must be "road markers" because getting lost is all too easy.

deloitte.wsj.com/risk&compliance2014/12/15building-tone-at-the-top-the-role-of-the-ceo-board-coo. demands that leaders - and especially the CEO - find ways to connect with people inside and outside the organization. There must be a sense of shared values within the organization. Failure to align ethics and values to business strategies and operating plans can potentially bear heavy costs. The "right stuff" must be reinforced at the top. The CEO/Board/COO must:

• Walk the Talk.
• Remember the Water Cooler (the ethical breach & your response to it, will be known throughout the organization.)
• Keep an ear to the ground.
• Reward for principled performance.
• Build an ethical corporate ladder.

If WE do these things in our sphere of influence, things WILL improve. Corporations will not face the embarrassment of the Harvey Weinsteins / Failed political careers brought on by corruption & sexual improprieties will lessen/ The demise of the World Coms, and Enrons will be less prevalent/ The bullying of your kids - online or at school will become less prevalent and perhaps we can even minimize the horrific levels of mass shootings! In EVERY phase of our lives we must act as an example of the Right Stuff and work towards cleaning up the mess that our society has created.

Perhaps, to simplify this - --

A. WE must remember that there are nearly 8 billion people in this world, in addition to us! They are all just as important as WE are, in making society work.

B. WE must treat each of those other people the way WE would like to be treated.

C. WE must not accept or indulge in Bad Behavior by anyone -- including OURSELVES!

If WE constantly strive to adhere to these three points, WE can minimize the Creation of Things We Supposedly Hate and improve the functionality of our Society, our Business and our Personal Lives. However, there needs to be a sense of urgency --- the time for improvement is NOW!