“We started off trying to set up a small anarchist community, but people wouldn’t obey the rules.”
Hogan Development Survey gives you good idea about career derailers. One such derailer is what Hogan calls as Mischievous. People on higher side of scale are impulsive, limit testing and at times devious. They feel that rules are not meant for them, which makes their behaviour risky- risky for them and also to others.
One organisation had earned leave policy which stated that employee was entitled for 30 days earned leave per year and if not availed then could be accumulated upto 240 days, beyond that leave will lapse. This worked fine till everyone obeyed the rules.
The organisation hired a new CEO, some years later, he said that he was not utilizing his medical leave, so unutilized medical leave should be merged with earned leave. The dutiful HR head unwillingly agreed. The rule was applied to all employees
Next CEO said that he was working hard, hence had no time to take leave, so he should be allowed to accumulate beyond 240 days. HR head showed him the policy, but CEO forced him to change policy and allowed employees to accumulated beyond limit. This went to Board of Directors, who declared it as unethical practice. Now there was lot of resistance from CEO and employees for rollback. Finally HR head worked out a solution, a escrow account was created for excess leave and employee could encash excess leave the day he retired ( but would be paid based on his salary on the day account was created and not based on salary on date of retirement).
“Before you make a decision, ask yourself this question: will you regret the results or rejoice in them?”
But after some time again CEO started pressuring HR for increasing limit. Impulsiveness prevents person from looking at long term effects, esp. the cash outflow when bulk of employees will retire.
This time HR came with suggestion of leave donation plan, asking CEO to be generous and donate his leave to those who were going through bad patch in life. This was good chance for CEO to improve engagement level.
Mischievous CEO lacked altruism and opposed the plan. Later, he sacked the HR head and hired new one who agreed to his plan.