The Evil of Judgement

What Makes Judgement Inherently Evil?

Judgement of individuals can be corrosive to both individual well-being and community cohesion. It’s not just the act but the underlying psychology that makes judgement inherently evil. When we judge, we inherently place ourselves in a position of moral or intellectual superiority. This not only alienates others but also fosters a culture of division, intolerance, and hierarchy.

How Does Judgement Affect Our Interactions?

At its core, judgement distorts the dynamics of any relationship. It can transform a civil discourse into a battleground of egos. People often hesitate to show their true selves, out of fear of judgement. This creates a breeding ground for dishonesty, suppression of feelings, and ultimately, emotional disconnect.

Is Judgement Truly Unavoidable?

Many argue that judgement is a natural part of human cognition. While it’s true that our brains are wired to make quick assessments for survival, this doesn’t justify the social and emotional cost of judging others. Even though it may seem like an inevitable part of human interaction, it’s crucial to question its necessity, impact and consequences.

What Are the Consequences?

The consequences of judgement extend far beyond demotivation and hurt feelings. At an organisational level, judgement can suppress creativity and innovation. When employees fear being judged, they are less likely to take risks or propose new ideas. This not only stifles personal growth but also impedes organisational progress.

The Whole Rotten Edifice of Hierarchical Business Is Founded on Judgement?

In the business world, especially in hierarchical organisations, judgement often serves as the bedrock. But what does that mean for the corporate culture and, ultimately, for innovation and growth?

Hierarchy in business is often perpetuated through judgement. Employees are evaluated, ranked, and placed into various roles based on assessments that are frequently subjective. This system not only enforces a rigid structure but also cultivates an environment where judgement is not just accepted but expected.

In such a setting, employees often find themselves confined to their designated roles and rankings. The fear of negative judgement discourages them from stepping out of their boxes to innovate or take risks. After all, a misstep could lead to harsh critique and, in extreme cases, job loss.

Moreover, this culture of judgement disrupts trust and open communication among team members. People become less inclined to share ideas or express concerns, creating an atmosphere where issues become undiscussable and are swept under the rug rather than addressed. This can lead to long-term problems that are much harder to solve.

The most concerning aspect is that judgement in hierarchical organisations often extends beyond performance to personal characteristics, appearances, or even lifestyle choices, exacerbating division and resentment among staff.

So, when we peel back the layers, we see that the hierarchical structure of business isn’t just facilitated by judgement but is fundamentally founded on it. The question then becomes, can a system built on such shaky and potentially damaging grounds truly be effective in the long run?

Can We Choose a Different Approach?

Choosing a non-judgemental approach doesn’t mean ignoring mistakes or accepting poor behaviour. It means adopting a stance of understanding and empathy. Rather than focusing on criticism, we can focus on constructive dialogue. This paves the way for more meaningful connections and lays the groundwork for a more compassionate organisation.

Concluding Thoughts: Are We Ready to Let Go?

The concept that judgement is inherently evil may be a hard pill to swallow for many. But if we acknowledge the potential harm it causes, both on a personal and societal level, we can begin to seek alternatives. The challenge lies in the conscious unlearning of judgemental habits and the cultivation of a more accepting and open perspective. Are we ready to let go? The answer to that question might very well shape the future of our interpersonal relationships, business organisations, and societal norms.