Genuine versus strategic helpfulness
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what are brownie points Informational
- How do individual differences in personality and social skills affect the ability to earn and interpret brownie points? Are brownie points a valid form of informal feedback or recognition, or are more formal systems always preferable?
- How can employees ensure that their genuine contributions and achievements are recognized and valued, even if they are not actively engaged in seeking "brownie points"? What are the potential legal or ethical ramifications if "brownie points" are perceived to be unfairly influencing decisions related to promotions, assignments, or other professional opportunities, leading to accusations of favoritism or discrimination?
- How can organizations create a culture where helpfulness is valued intrinsically, rather than as a means to accumulate brownie points? What are the potential for bias and favoritism in the distribution and interpretation of brownie points within a team or organization?
- Can brownie points be used to foster a sense of community? What are the potential for abuse in a system reliant on brownie points?
- Can brownie points be used to foster innovation and creativity? What are the challenges of creating a workplace where genuine contribution is valued over brownie points?
- How do brownie points affect employee engagement? Are brownie points a form of subtle competition among colleagues?
- Can brownie points be used to onboard new employees? What are the ethical dilemmas associated with leveraging brownie points?
- Genuine versus strategic helpfulness
- How do brownie points affect the sense of community in an organization? Are brownie points a reflection of individual work ethic or strategic behavior?
- What are brownie points?
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