RCRG
Syndicate
] "As workplaces become dignitarian, rank becomes less rigid and fixed. While care must be taken not to assign it to someone lacking the necessary skill and competence, rank is likley to change on a task-by-task, or even hour-by-hour, basis. Faced with ever-shifting missions and circumstances, companies and organizations can reassign ranks to facilitate each new undertaking. There is no favoritism shown toward those temporarily serving in positions of high rank, and care is taken to protect the rights and privileges of those lower down on the totem pole." (p. 56)
"Institutional rank abuse skews the judgment of management and employees away from organizational goals toward self-aggrandizement in the first case, self-preservation in the latter." (p. 30)
"We think minimizing distinctions makes sense. Research informs us that employees who feel 'out' or 'down' rather than 'in or 'up' also have less job satisfaction, less commitment, and less loyalty to their organization. As an individual manager or supervisor, you can minimize the scrambling after titles and perks by the way you behave. You might consider, for example, moving to a less desirable office space or eliminating some perks based solely on status. Managers who have tried this are often amazed at the positive results." (p. 110)