How could one identify an organisation that tolerates a lack of accountability?
The following are some of the more common characteristics of those organisations where a lack of accountability flourishes: • Policies and procedures having to deal with accountability
• matters are non- existent or inconsistently applied.
• Policies and procedures dealing with accountability issues
• are ignored by those who have to apply or enforce them.
• Control systems are outdated, inefficient, ineffective, selectively applied and not maintained.
• Performance management is non- existent, discredited or inconsistently applied.
• Salary and wage increases and bonuses are paid despite dismal organisational performance, rewarding lack of accountability
•Work and performance standards are allowed to slip.
• Employees perceive a lack of accountability and become demotivated.
• Complacency and mediocrity become acceptable.
• Employees who perform well are not given recognition and poor performers are not held accountable.
• Poor performers therefore thrive while diligent employees pick up the slack.
• Good performers leave the organisation because they seek accountability and the non- accountable organisation finds it difficult to attract competent employees.
• Employees refuse to be held accountable when something
• undesirable happens, exchanging accusations on who is to blame and/or playing the victim.
• Managers are unwilling to delegate responsibilities, allowing employees to escape accountability.
• A ‘victim culture’ is tolerated in the organisation.
• There is no clear definition or guidelines for what is acceptable and what is unacceptable.
• Managers and employees fear possible confrontations about accountability and avoid having to deal with conflict that may arise.
• Managers lack credi0bility when stating that accountability is important, allowing employees to get away with unacceptable behaviours.
• Performance problems are allowed to linger and people are loath to address potentially difficult conversations about accountability head-on.
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