The double-edged sword of loyalty | Understanding workplace exploitation of committed employees
Loyalty to one’s employer is often considered a virtue. Committed employees who consistently go the extra mile and dedicate themselves wholeheartedly to their jobs are typically admired and appreciated. Let’s take, for instance, a fictitious employee named Alex. He’s the first one in, the last one out, and always delivers beyond expectations. Alex’s work ethic is applauded by his superiors and peers alike. Being a loyal employee is beneficial, isn’t it?
However, recent research suggests that there might be a less sunny aspect to this picture. A study led by Dr. Michael Porter, a postdoctoral researcher at Duke University’s Fuqua School of Business, reveals that loyal employees like Alex could be more susceptible to exploitative practices at work.
In the study, Porter and his team designed a series of experiments involving about 1,400 managers who were asked to evaluate a hypothetical situation with an employee named Alex. The scenario described a company facing budgetary constraints and how each manager would react to assigning Alex extra responsibilities without any additional compensation. The results were revealing – managers tended to assign the unpaid extra work to “loyal Alex”.
Porter elaborates, “Organizations indeed value loyalty, and there’s ample evidence that loyal employees bring numerous benefits. However, our study indicates a tendency for these individuals to become targets for unfair practices.”
Interestingly, when another group of study participants evaluated recommendations for Alex, those praising him for his “loyalty” seemed more appealing to managers looking to assign unpaid tasks than those praising him for honesty or fairness.
“Loyal employees seem to be singled out for exploitation,” Porter observes. “Moreover, when they comply with these exploitative tasks, their reputation as loyal employees is enhanced, which potentially exposes them to further exploitation in the future.”
This raises a crucial question: should employees refrain from demonstrating loyalty? Porter suggests that the situation is more nuanced. While the study highlights a potential downside to being a devoted worker, loyalty in the workplace is still a valued attribute.
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Porter concludes, “Our study doesn’t advocate for a lack of loyalty. Loyalty is generally rewarded and seen positively. It’s not all about the negative aspects. The dynamics of loyalty in the workplace are intricate and multi-faceted.”
In essence, loyalty in the workplace, much like a double-edged sword, can offer both rewards and risks. As committed employees navigate their career paths, understanding these dynamics can help strike a balance between dedication and self-preservation.
