Statement

“Organizational behavior is selfish and manipulative

because as it serves only interests of management”

Every organization’s culture and norms different, so I can’t say just yes or no for this statement.
Selfish is as selfish does. If you have influence, perpetuate or tolerate a selfish culture in your
organization, you will reap the self-serving behavior you have sown. Caring cultures inspire
productivity, results, retention and customer satisfaction.
Productivity: A recent study by economists at the University of Warwick found that happiness
led to a 12 percent spike in productivity, while unhappy workers proved 10 percent less
productive. As the research team put it, “We find that human happiness has large and positive
causal effects on productivity. Positive emotions appear to invigorate human beings.”
Results: Happy employees care more about team success. They not only work for individual
success but for the good of the team and organization. In a non-caring and self-serving
environment, employees either have short-sighted goals or put in minimal work to maintain
anonymity.
Retention: Although it seems obvious that employees would be likely to seek other employment
in a selfish workplace, average employees and high potentials are less drawn to financial gains
then they are to a happy and enthusiastic about their work
Customer Satisfaction: Employees treat customers the way the employees are treated by
leadership. Fortune’s top companies to work for rate high in customer satisfaction. For example,
Wegmans grocery store chain has made Fortune’s list all 18 years the list has been tabulated.
In April 2016, Wegmans was ranked America’s Favorite Supermarket in a study of more than
10,000 consumers.
Take these four steps to rid your culture of selfishness and promote a warm, caring and
motivated work environment:
1. Take an inventory and acknowledge your cultural shortcomings. The perception
your people have of your culture is your culture. Execute bench-marking surveys to
capture metrics with anonymity. More importantly, talk to people. Find out what they see,
and what they want. Then go to work on it.
2. Hire, develop and keep positive employees for the culture. You have to have “the
right people on the bus.” This means you must commit to hiring and retaining those who
are an appropriate motivational fit for the organization. Promote and develop leaders
who possess the talent and demeanor who will influence and inspire. Likewise, you have
an obligation and necessity to rid your company of selfish employees at every level.
3. Assess and fix compensation annually. While employees are less likely to leave an
organization where they are cared about and supported as individuals, this doesn’t mean
 that they are not susceptible to better financial offers, particularly if your culture is one
annual bonus period shy of a mass exodus.
4. Coach and communicate. Employees with potential to impact the growth and
development of your organization are hungry for feedback, coaching and growth. Paying
attention, set high goals and then coach to those goals. Regular coaching and
interaction is bolus dose of leadership medicine in the eradication of selfishness.