Safety agree with the assessment that Terry describes in the reading. There has to be more than trust, and habit for an organization to function properly. It is discussed how the organization continued to have problems because of lack of communication among co-workers, un-skilled un-supervised practices with no correction or guidance taking place. (Terry, 2001, pp.497-498).
It is difficult to think of a current organization that runs this way. However, it is difficult to run a company the way it is being presented in the reading, and actually expect it to function properly. It takes more than trust in your employees, and an unspoken understanding amongst the ranks. In the reading, Terry discusses that supervisors are afraid to say anything due to fear of personal involvement within the company, and the fact that often supervisors words are not respected nor are the followed by the employees under them. There are companies that exist that have a difficult time expressing the parameters that each employee must work under and how the internal hierarchy really works. This in turn causes problems among management, and employees.
This has occurred in numerous companies, businesses, and corporations on a smaller scale. There are people that do not want to listen to supervisors nor do they truly know exactly what they are suppose to be doing. If you are in a situation where everyone is going around trying to trust one another and say as little as possible. This leaves no room for growth and will inevitably cause dissention in the ranks, this further proves the need for constant evaluation of jobs being done, the ability of the individuals doing the jobs, and assuring the communication flows properly from management to employees and vice versa. This insures that problems like those discussed in the reading do not continue to occur and employees feel secure & appreciated.
Reference
Terry, (2001). Handbook of Crisis and Emergency Management (1st ed.). New York, NY: Marcel Dekker, Inc..
