AI Gore Ted is a prominent leader and the chairman and founder of “The Climate Reality Project.” Throughout his famous talks, Gore’s main emphasis revolves around the issue of climate change. The three topics that I have learned from his lectures are new thoughts about the climate crisis, turning away from the climate crisis, and the latest climate change agency (Elk, 2014). These topics are of great significance to the course of organizational leadership as they attempt to emphasize the managerial role in mitigating effects caused by the climate crisis.
Sabotage is among the three common counterproductive work behaviors that have gained much popularity in the recent age of technological development. Sabotage cases involving workers could be more prevalent than most employers expect. Sabotage can be identified as the intended damage, interruption, or subverting of an organization’s activities for personal benefits and saboteur through creating unnecessary publicity, destruction of properties, damage of working interactions, harming, or frustrating customers (Martinko, Gundlach & Douglas, 2002). To mitigate employee sabotage impacts, especially those directed towards damaging the organization’s image, it would be necessary for organizational leaders to monitor the organization’s brand profile closely (Clarke, 2018). These actions include anything published to online platforms and which may negatively damage the organization’s brand reputation. Appropriate steps should be considered and eradicate any online publication, which may be proved to be false of defamatory and, if possible, take necessary measures to locate the information source. Additionally, since extra damage occurs when one is trying to hide things; however, it would be good to acknowledge wrong actions, handle them in a meaningful approach and apologize to the public about such actions.
An employee can try to make unauthorized changes to the internal systems and platforms at the extreme end of the scale. For instance, in the case of Tesla, it is claimed that the saboteur modified the company’s coding system. In another well-documented case, an IT manager had set up a digital explosive that erased every program of the firm (Martinko, Gundlach & Douglas, 2002). The first step in the battle against such an attack is introducing a system where nobody is responsible for sensitive equipment or IT structures. Significant changes could require different senior employees to be authorized and approved. Even the US President does not have the nuclear launch codes under his absolute control (Clarke, 2018).
Moreover, HR has a significant part to play in recruiting the right people for the available jobs and guaranteeing that promotions will be equally treated and that every employee’s complaints are dealt with reasonably and thoroughly (Martinko, Gundlach & Douglas, 2002). The early warning signs of a possible saboteur are often seen by HR. HR still needs to determine whether additional precautions are required to avoid the occurrence of an employee who is at risk of sabotage. As part of the withdrawal cycle, HR also has a vital role to play (Clarke, 2018). Performance evaluations will recognize disappointed or dissatisfied workers and take action to change their attitude to take a more optimistic view.
Elk, C. K. (2014). Beyond mere listening comprehension: Using TED Talks and metacognitive activities to encourage awareness of errors. International Journal of Innovation in English Language Teaching and Research, 3(2), 215.
Martinko, M. J., Gundlach, M. J., & Douglas, S. C. (2002). Toward an integrative theory of counterproductive workplace behavior: A causal reasoning perspective. International Journal of Selection and Assessment, 10(1‐2), 36-50.