Cynics
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ABSTRACT – The definition and the outlook of a cynic is explained, following which the main reason for a cynical attitude is looked at through the perspective of dissatisfaction, disenfranchisement and disengagement on the lines of organizational justice theory and equity theory. The impact of organizations political undercurrents on organizational cynicism is looked at. The cynical behavior shown by employees towards organizational change is also given consideration. The impact of cynicism on an organization is seen from the perspective of an employee is analyzed. The impact of a cynic’s position in an organization and its impact are also seen briefly. Finally ways to address organizational cynicism are mentioned such as empathetic communication channels and information should be conveyed properly. |
A Cynic’s Outlook
Merriam-Webster defines a cynic as a person who is a faultfinding captious critic; especially one who believes that human conduct is motivated wholly by self-interest.1 Cynics or practitioners of cynicism show a few develop a mindset which leads them to have little or no trust on others, they blame external factors for their problems/situations, are always ready to offer criticism, are pessimistic and often resort to sarcasm to spread divisiveness and create a negative environment. Many a time’s cynicism is used psychological shield to protect one’s self from hurt, disappointment, sadness and most importantly fear. According to Dr. Ellen Weber Cynicism distracts the brain from solution-building and rewires it to problem-blaming instead. It can also increase hormones that produce dangerous levels of stress. It rewires the brain for damaging practices such as distrust, doubt and scorn. The parts of the brain that are engaged in cynicism differ from those involved in more positive behaviors such as compassion for others or building meaningful solutions to problems. Eventually the brain moves cynical behavior from
ABSTRACT – The definition and the outlook of a cynic is explained, following which the main reason for a cynical attitude is looked at through the perspective of dissatisfaction, disenfranchisement and disengagement on the lines of organizational justice theory and equity theory. The impact of organizations political undercurrents on organizational cynicism is looked at. The cynical behavior shown by employees towards organizational change is also given consideration. The impact of cynicism on an organization is seen from the perspective of an employee is analyzed. The impact of a cynic’s position in an organization and its impact are also seen briefly. Finally ways to address organizational cynicism are mentioned such as empathetic communication channels and information should be conveyed properly. |
A Cynic’s Outlook
Merriam-Webster defines a cynic as a person who is a faultfinding captious critic; especially one who believes that human conduct is motivated wholly by self-interest.1 Cynics or practitioners of cynicism show a few develop a mindset which leads them to have little or no trust on others, they blame external factors for their problems/situations, are always ready to offer criticism, are pessimistic and often resort to sarcasm to spread divisiveness and create a negative environment. Many a time’s cynicism is used psychological shield to protect one’s self from hurt, disappointment, sadness and most importantly fear. According to Dr. Ellen Weber Cynicism distracts the brain from solution-building and rewires it to problem-blaming instead. It can also increase hormones that produce dangerous levels of stress. It rewires the brain for damaging practices such as distrust, doubt and scorn. The parts of the brain that are engaged in cynicism differ from those involved in more positive behaviors such as compassion for others or building meaningful solutions to problems. Eventually the brain moves cynical behavior from