We live in a culture where progress at work often comes in the form of a “better job grade” or “title”. We get a sense of power and importance from these. Sometimes we “lord” it over those “below” us. A new title or job grade can be an indicator of growth – a stepping stone. However, too often subjective and arbitrary decision making is applied to giving these in inconsistent ways, which results in people being de-valued when they are “looked over”. We limit how many people can be assigned a particular job grade / title. Yet, we still tell everyone to “be a leader”. We just refuse to formally acknowledge that they are valued as a leader. And, sometimes create cultures where some “job grades” don’t associate or respond to “other job grades”. How is an employee supposed to reconcile this contradictory message?
It sounds odd to identify lying as something that is common at some places of work. Withholding information, directing others down incorrect paths, “fudging” numbers / information, and playing multiple sides of a situation are all ways deception can happen at work. These actions erode trust. They also decrease service / product quality, which results in lower revenues.
Micromanagement is an effective method when partnered with the appropriate activity. As a leadership style, it stifles creativity, erodes trust, and increases anxiety / fear. This can create a cycle because it can be used as a response to fear.