Cajoling and Betraying Trust

Posted on April 13, 2015

https://www.flickr.com/photos/light_seeker/5621902696/in/photolist-9yMHNQ-7TNrVx-9C4D4w-mNpNrP-p3h1C7-2cFBfa-4R8fF-7RyMF7-4AaKt6-gthiTp-6fkieE-a9w56S-asGQ2x-7Tghbv-ecE8bc-5wKg8h-66oMcr-phQnQi-3sDsY-9psLQv-9C9RgW-3FVjbh-7n19B4-t4Cta-5KBqfR-ofE8fQ-7396if-b4vWWT-5Wu6qS-9Zd73-5B6nL5-aAkapc-4He5aG-64CcjK-4QuSx1-bovyz9-98YfiG-bjF5i-6jYQqh-5efKKc-8yAiTX-4rGT3s-eTUwrE-eTH5TR-eTUv41-fDyzu-qkLeaz-6vKmon-5TeGKQ-2j32Kg

According to The Oxford American Dictionary, cajoling is persuading someone to do something by sustained coaxing or flattery. It’s almost like sweet-talking others into doing our bidding.

Cajoling employees is a poor leadership approach because it's more about getting what you want and tricking people into listening to you.'

Although it may be pleasing for the employees intially, soon after they will realise that it is a mere ingenuine, strategy to get work done for the leader. This in turn, affects the trust they have on their employers, and may affect their rapport.

FYI: For Your Improvement (2nd ed.) tells us betrayal of trust is problematic when we
(a) say one thing but mean or do something else,
(b) are inconsistent with our words or acts, and/or
(c) fail to deliver on our promises or follow through on our commitments

The study also suggest remedies to help you to not lose people’s trust, such as by explaining and not cajoling.

For more information, click the link


Category(s):Workplace Issues

Source material from Workplace Psychology


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