Organizational Dysfunction

paths boldly, forthrightly and unhesitatingly. This is said to be "not necessarily" to the
employee's advantage.
Fitting in is not "a one way ticket." The Guardian newspaper quoted an anonymous
source, who was employed by a United Kingdom housing association, said that FIFO is
a rule of organizational life. It is an organizational paradigm whereby the members of
the team adopt 'protective coloration' and undergo a change in their behavior and
beliefs. It is a strong deterrent to whistle blowing, for example.
Corporate implementation of a FIFO policy was said to be coincidental, if not causallyrelated,
to a toxic tit-for-tat relationship with a union. As The Tyee opines:
"One of the few things that the union and management agree on is that there is a new
culture at Telus. Management describes it as the culture of a competitive meritocracy.
Some people in the union at Telus call it the 'FIFO war.'
"The term comes from Telus CEO Darren Entwistle, the Montreal-born executive who
came to Telus five years ago from a telecommunications company in the U.K. In a
profile of Entwistle that ran in B.C. Business magazine in May, Lori Bamber wrote this
about FIFO:
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