電通で高橋まつりさんがパワハラや過労のため亡くなった。宝塚歌劇団でパワハラを苦に自殺した女優。体育会で繰り返されるいじめ。私が何度も指摘している日本社会の腐った恥部だ。この原因と思われる記事をみつけたので、紹介しよう。

迷惑をかけても絶対謝らない…職場を壊す「自分だけは悪いと思わない人たち」の頭の中 (msn.com)

これは、体育会系組織においては、先輩は今まで十分にいじめられて、苦しんだから、年配になった自分たちは今度は後輩をいじめる権利がある・・・という論理になる。DVも同じかもしれない。自分は子供の頃に暴力を受けた。だから、自分は子供に暴力をふるってもいい。職場のパワハラも同じだ。自分は徹夜を強要されたから、部下に徹夜を強要してもいい。

もちろん、こんな理屈が通るわけがない。

誰かが声をあげて、組織の腐った理屈を破壊し、組織を正常化させなくてはならないのだ。

The Corrupting Force in the Workplace: A Psychological Analysis

The harmonious existence of any workplace can be disrupted by the presence of individuals who engage in corrupting behaviors. These individuals, often driven by a sense of entitlement and a disregard for ethical norms, can erode the morale, productivity, and overall integrity of an organization. Understanding the psychological underpinnings of their actions is crucial for effectively addressing their impact and fostering a healthier work environment.

One of the defining characteristics of corrupt individuals in the workplace is their unwavering belief in their own righteousness, often coupled with a mechanism of self-justification. This tendency blinds them to the negative consequences of their actions and prevents them from acknowledging their own culpability. Instead, they employ various strategies to deflect blame, rationalize their behavior, and maintain their perceived innocence.

This self-justification mechanism can manifest in various forms, such as minimizing the severity of their actions, blaming external factors, or even portraying themselves as victims. In some cases, they may resort to gaslighting tactics, manipulating the perceptions of others to reinforce their self-serving narrative.

Another hallmark of corrupt individuals is their sense of exceptionalism, a belief that they are exempt from the rules and norms that govern others. This "exceptionalist" mindset often stems from a perceived history of hardship or injustice, which they use to justify their entitlement to special treatment.

Driven by this sense of entitlement, corrupt individuals may engage in behaviors that violate established procedures, abuse their positions of authority, or even engage in outright fraudulent activities. They may view these actions as justified compensations for their past sufferings or as necessary means to achieve their desired outcomes.

The impact of corrupt individuals on the workplace is far-reaching and detrimental. Their self-serving behaviors can erode trust among colleagues, foster a culture of fear and intimidation, and ultimately lead to a decline in overall morale and productivity.

Moreover, their disregard for ethical standards can damage the organization's reputation, alienate customers and partners, and even lead to legal and financial repercussions. The presence of such individuals can create a toxic work environment that drives away talented employees and hinders the organization's ability to achieve its goals.

Addressing the issue of workplace corruption requires a multifaceted approach that encompasses both individual and organizational interventions. On an individual level, strategies such as conflict resolution training, ethics education, and performance management can help to identify and address the underlying psychological factors that contribute to corrupt behaviors.

At the organizational level, establishing clear codes of conduct, fostering a culture of transparency and accountability, and implementing robust whistleblower protection policies can serve as effective deterrents against corruption. Additionally, promoting open communication, encouraging employee participation in decision-making processes, and recognizing ethical behavior can help to reinforce a culture of integrity.

In conclusion, corrupt individuals in the workplace pose a significant threat to the health and well-being of organizations. Understanding the psychological underpinnings of their actions is essential for developing effective strategies to address their impact and foster a culture of ethical conduct. By implementing a combination of individual and organizational interventions, organizations can create a work environment that is conducive to collaboration, innovation, and long-term success.