Right. In one sense, what we're talking about is different ideas on how companies / teams work. There's a wonderful book called "Reinventing Organizations" by Laloux that I recommend to basically everyone. In the book, the authors lay out a series of different organisational structures which have been invented and used throughout the ages. The book talks about early tribes where the big man tells everyone what to do (eg mobsters), to rigid hierarchies + fixed roles (the church, schools) to modern corporations with a flexible hierarchy, and some organisation structures beyond that.
The question of "who is ultimately responsible" changes based on how we see the organisation. In organisations where the chief decides everything, its up to the chief to decide if they should place blame on someone or not. In a modern corporation, people at the bottom of the hierarchy are shielded from the consequences of their actions by the corporation. But there's also a weird form of infantilisation that goes along with that. We don't actually trust people on the ground to take responsibility for the work they do. All responsibility goes up the management hierarchy, along with control, power and pay. Its sort of assumed that people who haven't been promoted are too incompetent to make important choices.
I don't think thats the final form of how high functioning teams should work. Its noble that you're willing to put your head on the chopping block, but I think its also really important to give maximal agency to your employees. And that includes making people feel responsible and empowered to fix problems when they see them. You get more out of people by treating them like adults, not children. And they learn more, and I think that's usually, in the long run, better for everyone.
I agree that if a company has a bad process, employees shouldn't be fired over it. But I also think if you're an employee in a company with a bad process, you should fight to make the process better. Never let yourself be complicit in a mistake like this.
The question of "who is ultimately responsible" changes based on how we see the organisation. In organisations where the chief decides everything, its up to the chief to decide if they should place blame on someone or not. In a modern corporation, people at the bottom of the hierarchy are shielded from the consequences of their actions by the corporation. But there's also a weird form of infantilisation that goes along with that. We don't actually trust people on the ground to take responsibility for the work they do. All responsibility goes up the management hierarchy, along with control, power and pay. Its sort of assumed that people who haven't been promoted are too incompetent to make important choices.
I don't think thats the final form of how high functioning teams should work. Its noble that you're willing to put your head on the chopping block, but I think its also really important to give maximal agency to your employees. And that includes making people feel responsible and empowered to fix problems when they see them. You get more out of people by treating them like adults, not children. And they learn more, and I think that's usually, in the long run, better for everyone.
I agree that if a company has a bad process, employees shouldn't be fired over it. But I also think if you're an employee in a company with a bad process, you should fight to make the process better. Never let yourself be complicit in a mistake like this.