The Impact of Drastic Decisions on Organizational Culture
When leaders make drastic decisions without considering the impact on organizational culture, it can be perceived as a brutal management style, according to Vibeke Lunding-Gregersen.
Lunding-Gregersen highlights the lack of focus on organizational and leadership learning following such decisions, which can hinder the rebuilding of trust and safety within the organization.
She emphasizes that such actions can create a low level of psychological safety and perpetuate a culture of silence where problems go unaddressed.
Lunding-Gregersen finds it thought-provoking that leadership does not question their own competencies despite the severity of issues that led to the dismissal of a quarter of employees.
She urges leaders to reflect on the underlying dynamics that caused such distress among employees and to adopt a learning stance to prevent future challenges.
Djøf Criticizes Unfair Firings
Tomas Therkildsen is the CEO of Djøf. (Photo: © Claus Bech/Ritzau Scanpix)
Business psychologist Lunding-Gregersen is not the only one questioning the firings. Djøf, the union representing the dismissed Moderaterne employees, also criticizes the party’s actions.
Tomas Therkildsen of Djøf asserts that the fired employees were not the source of the problem and deems the dismissals unfair.
The union believes that simply citing “lack of trust” as a reason for termination is insufficient justification for firing employees.
Therkildsen argues that shifting blame onto employees by claiming a lack of trust is inadequate and fails to address the root issues.