Harvard Teaches Employers Lesson

Harvard is one of the most revered teaching and research universities in the U.S., usually ranked number one. Lately, the school has been teaching in a way it doesn’t like. Dr. Marc Hauser, Harvard professor and scientific researcher, is accused by the school of eight instances of scientific misconduct. Ironically, Hauser has been the leading scientist in the exploration of cognition and morality. Hauser’s quest to delve into issues of right and wrong in the minds of humans and animals has run off the rails. In addition to Harvard’s investigation, the Department of Justice, the Department of Health and Human Services, and the Office of Inspector for the National Science Foundation are investigating Hauser.

Hauser admits that he made significant mistakes, but Harvard has accused him of misconduct in connection with data acquisition, data analysis, data retention, and the reporting of research methodologies and results. All of this amounts to data fabrication. That probably means that Hauser has been accused of lying or dishonesty. The sanctions being discussed seem insignificant in light of the accusations, but the purpose of this post isn’t to evaluate possible disciplinary action. Its purpose is to focus on a trap that all employers fall into from time to time.

When an employee is receiving accolades inside and outside an organization, he can become immune to an employer’s scrutiny. Whatever the employee is doing doesn’t need review, because the employee is the best at what he does. This doesn’t necessarily mean that the employee will commit acts of misconduct (although there’s more opportunity). It does mean that the employee will lose his edge, cut corners, achieve less, and eventually crash.

No matter how good an employee is, he needs continuing supervision – and close observation from time to time. If an employer fails to do this, the organization will end up teaching a lesson like Harvard is teaching now.