Sometimes though, people choose to break the rules because—in their judgment—the circumstances and situation justified the departure. Even when in hindsight the facts support breaking the rules, management often admonishes and punishes workers for their action on the basis that “the rules are the rules.”
When this happens, who or what is at fault? Is it the rule? Is it the offending person(s)? Is it management? Is it all of the above?
This is an interesting dilemma to ponder and explore. What are justified reasons for breaking with protocol? When does doing “the right thing” take precedent over following “the rules” when a conflict arises? What happens when the need for immediate action does not afford the luxury of asking permission? When is it appropriate to leave your “lane” and take alternative actions, despite the personal repercussions and risk?
You might think that in a business setting, circumstances don’t arise that put people in rule-breaking situations, and for the most part you would be right. And yet sometimes, for the benefit of the organization, taking rule-breaking.
You might have experienced situation many times like this as this is natural. But to overcome this situation and to be proactive or reactive it is important to establish ground rules for many situation.
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