I am impressed and distressed at how passive hierarchical organizations make people. There's often a lot of overt activity, but it's not going anywhere, it's game-playing. It's play-acting at work.

Nothing creates more self-respect among employees than being included in the process of making decisions.

When employees don't really care about the work they do and they take no pride in being in the specific organization where they work, they bring no enthusiasm, energy or passion to what they're doing. If, in addition, they feel abused, resentful, insignificant, betrayed, or taken advantage of...they want out. Naturally.

The sense of loss of control over what happens to you at work (and thus in your life is vital). This further involves a sense of fairness as in, I did my part and look where it got me! "The deal," the contract between employee and employer has eroded and been replaced with unilateral power by the organization over the employee.

Credibility is lost when there are big discrepancies between what leaders say and what they do. ... Increasing credibility requires openness. Hidden agendas will destroy trust.

When people in organizations feel too secure, it's because there aren't any significant outcomes as a result of what they do. Whatever you do, nothing much different happens. This also means there are no important pay-offs if you risk by innovating. As there are no rewards for taking risks, then there's no sense of push in that institution's culture.

Schools are generally feminine places, institutions where conformity is valued, taught largely by conformist women.