A bad apple can indeed spoil the barrel. It happens all the time…especially when the bad apple seems like the shiniest one of all.
In Oakland, the third police chief in less than two weeks has resigned, in all likelihood because, like his predecessors, he was implicated in the department-wide sex and misconduct scandals. Now the city has given up on having its police led by police officers, and the mayor will be in charge, at least for a while. How does a whole police department get that bad? Unethical cultures spread from unethical members of the culture that are not immediately weeded out, or at least shunned.
A recent article in Harvard Business Review explains the process.
“Our recent research identifies a common phenomenon that might help dampen unethical behavior before it even needs reporting: Employees who engage in unethical conduct are more likely to be socially rejected by their peers. By ignoring the unethical employee — leaving the room when they enter, excluding them from conversations — coworkers have the power to signal that someone’s unethical behaviors are not acceptable and should be corrected.
That is, unless the unethical employee in question has the reputation of being a high performer. In spite of the tendency to socially reject those who are unethical, we uncovered a double standard based on a person’s contributions to the bottom line. Specifically, we show that unethical high-performing employees are less likely to be socially rejected by their peers, which implies that unethical behavior can be tolerated. This is not the case for unethical low-performing employees.”
This is the Star Syndrome or The Kings Pass, one of the most insidious of all the rationalizations on the Ethics Alarms Rationalization list: Continue reading




