By Bruce A. Love
Ok, I’ll admit it. My Philadelphia Eagles have become a dysfunctional football team. Last year, the team played like a well-oiled machine with all parts functioning together with one goal: the Super Bowl. Even when players got injured, they seemed to channel their energy to the other members of the team, along with their will to win - egos were set aside. Unfortunately, Super Bowl victory eluded the Eagles, but it was great to see them make a good run at it last season! We all thought, “next year!”
Oh what a difference a few months make! The culprit was selfish pride and a souring culture in the Eagles’ organization. Whereas team pride can propel an organization to greatness, individual pride fosters resentment and even hostilities between team members. Such negative attitudes reduce the will to perform and adversely affect an organization’s effectiveness.
There is no doubt that Terrell Owens is a great wide receiver. When he was acquired (from another team that had had enough of his antics), the Eagles’ management, players, and, in fact, the whole city of Philadelphia rejoiced. Owens was the weapon that was missing from the team’s arsenal – the weapon that might enable the team to fulfill its destiny.
This year, Owens, recognizing his own greatness, and believing that he deserved more than he had agreed to in a formal contract, did not come to terms with the concept that a promise is a promise. In his mind, just because he had agreed to a contract shouldn’t mean that he should honor it if he felt he deserved more! Would Owens have tried to renegotiate for less money if he had not performed up to the level of the team’s expectations? Not likely. And so, the “groin pulls” and “tender this” and “tender that” began in the off-season. These symptoms limped along into the regular season. His attitude degenerated and hit a new low last week when he lashed out at team members and was suspended from the team. The probable outcome is that he will never again play in an Eagles uniform.
The case of Terrell Owens is a classic example of the “equity theory of motivation.” After an exceptional season last year, Owens determined that what he was being paid, as compared to what others on the team and other wide receivers in the NFL were being paid, was not fair. Under the equity theory, there is a tendency to make things equal (fair) by either increasing the pay to match the performance, or decreasing the performance to match the pay. When he was unable to renegotiate the contract, Owens reduced his level of play to match what he perceived was inadequate pay.
Perceived pay inequalities are but one factor that contributes to the deterioration of a corporation’s culture. Hostile work environments in which an employee feels threatened or harassed by others in the workplace will also create an unhealthy corporate environment (i.e. Owens locker room antics). In many instances, managers are to blame for creating or allowing a situation to exist in the workplace. Other factors that can contribute to a less-than-optimal corporate culture include underutilizing and under appreciating employees. These problems usually stem from poor communication between management and employees. The symptoms of a deteriorating culture include:
> increased turnover
> increased “sick” days taken
> employees spending as little time as possible at work
> low attendance at company events
> difficulty hiring talented people
> lack of honest communication and understanding of the corporate mission
> an "us-versus-them" mentality between employees and management
All of these symptoms affect the bottom line, and never exist in a well-run organization. Companies can improve the corporate culture, and therefore improve corporate performance and profits, by practicing a few basic rules:
> Treat all employees fairly and demonstrate respect for them
> Listen to ideas and involve all employees in identifying ways to improve your company
> Acknowledge outstanding contributions from employees at every level
> Keep communication channels open
> When you get a Terrell Owens, remove them from your organization before the attitude spreads throughout the entire organization.
