Good Argumentative Essay On Punish The Individuals Not The Executives

It is hard to overestimate the efforts each of us put into becoming a professional in order to fulfill the lifetime goal to get a desired workplace. As you work your way up, you finally accomplish your lifelong dream: a banker at Citigroup on Wall Street. All of a sudden, the market crashes and some of the loans you set up have gone completely wrong. You had no purpose to put the company in danger, all you wanted was to contribute to bank’s prosperity, gain the indispensable experience and, obviously, get a high paid job. The bank blames you in what has happened, fines accordingly to the corporative policy and now you are about to become unemployed. Despite the honest intentions and will to contribute to the company’s wealth you are now left alone and blamed. This is not a fait treatment, isn’t it?
Surowiecki clearly states that senior management employees abuse their power and make decisions to make money out of it. Although such situations often take place, there are still honest managers who just can make a mistake. If the theory was true, then it would be an ordinary practice to punish individuals knowing that the he or she did it on purpose. TOP employees obviously have power over certain key decisions, some riskier than the others. However, the higher risk is the higher benefits it may bring. Therefore employees are entitled to make a decisions that they think can help the company benefit after all. In addition, it is very hard to predict the external factors from economic and political environment accurately. These factors on most cases have a huge influence on the bank’s activity as the bank can not act isolative from the international economic tendencies.
It is worth mentioning that that employee go through a complicated process to get hired. HR managers who are specialize in recruitment assess the potential candidates through behavior and situational interviews. If the employee is not relevant on the workplace, the human resource department is responsible for that so that it is their fault as well. Simon Sinek, who is known for popularizing powerful models for inspirational leadership, once said: ‘’if you hire people just because they can do a job, they'll work for your money. But if you hire people who believe what you believe, they'll work for you with blood and sweat and tears.’’
A company has different hierarchy levels, where each employee is responsible for the subordinates. If someone makes a mistake, it’s not only the employee’s fault, but also his mentor’s fault. The point here is that the disorder in a company cannot be pointed out at a specific person or department. It usually involves a number of employees who work together. It can therefore be very hard to fairly punish all individuals involved in the disorder.
Following this, punishing an individual may lead to demotivation of the workforce. Employees won’t have a sense of job security anymore and may feel forced to leave. Moreover, managers and leaders will lose some of their characteristics that make them so crucial to the company. To be more specific they won’t feel safe and courageous enough to undertake essential decisions anymore. As a result this may lead to conflicts within the organization among employees, managers and shareholders. Moreover, the misunderstandings may cause motiveless working environment. Eventually, the company will suffer from lack of productivity and efficiency, which will affect all the interrelated departments.