Comment by TeMPOraL
3 years ago
I wonder if there's a Maslov pyramid hidden in there. That is, people are first optimizing for their own comfort, then for the comfort of their team, and only then, for company goals.
People will fight their own company, throw other people under the bus, to ensure they're not being overworked and scapegoated, that they have enough budget to operate, some autonomy and say in the things they're working on. Conversely, when they don't feel threatened and aren't in the "survival mode", they'll start helping other teams and talk more about organizational goals, become proactive - whether because they care about the higher goals, or want to earn more status, autonomy or power.
There are, of course, sociopaths everywhere, but my gut tells me that for most people, it may be as simple as the model described above.
Sort of, but I don't think I agree fully.
That is, if someone feels they'll be able to find a job outside of their current company, or that they have enough money to be out of work for a while, or that they're safe in the company even if they make waves, then they can optimize for their team's comfort above their own, and I'd contend that if you've ever had a manager you liked, they were doing that (even if it seemed like they weren't doing much).
So, sure, first it's Maslov's hierarchy of needs, but it's the one we're already familiar with; if someone feels their basic financial needs aren't contingent on people pleasing, then they can afford to not people please, and good employees, and good environments, encourage empowered individuals...but a bunch of empowered individuals may still have different priorities, which requires 'politics' to navigate.
If people -don't- feel their basic financial are guaranteed, then yeah, all bets are off.