I mean, why wouldn't I? It would be an important part of my job to find a competent set of individuals who are aligned with the company's overall goals and direction. A competent individual who is misaligned is often more damaging to a team than an incompetent aligned individual. The same is true of the individual's satisfaction with their work (i.e. `s/aligned/satisfied/g` in the above).
So my decision would necessarily require considering all of these factors: competence, satisfaction, and alignment. If their answers to an employee satisfaction survey tell me they're dissatisfied, and I can't or won't do what it takes to make them satisfied, I would be doing us both a disservice by not helping them exit the company.
At the end of the day, a company is a group of people dedicated towards some common goal. Everyone may have a different picture of how to get to that goal, but everyone should be trying to push things in the same general direction. Someone who is obviously pushing in the wrong direction or causing unnecessary friction should either be convinced to align more with the rest, convince others to push in the alternate direction, or asked to leave.
Now obviously companies should be encouraged to follow social norms in some respects, to make it clear that certain ways that they act are not tolerated by the society they exist within. However, this is still an inherently social problem, and requires social solutions.
If you feel like you're the odd one out, and that the majority of people in the company--or maybe just "the leadership"--are wrong, consider that at the end of the day, the reason usually comes down to "other people don't think like you". There are two things you can do about this:
1) change other people's minds. You generally can't do this by actively fighting against them, so you should at least make it clear you align with them in some way that matters to the company, first.
2) you can find a different group of people to work with, people who think more like you.
Consider that if the second option doesn't exist, you always have the option of doing it yourself.
So my decision would necessarily require considering all of these factors: competence, satisfaction, and alignment. If their answers to an employee satisfaction survey tell me they're dissatisfied, and I can't or won't do what it takes to make them satisfied, I would be doing us both a disservice by not helping them exit the company.
At the end of the day, a company is a group of people dedicated towards some common goal. Everyone may have a different picture of how to get to that goal, but everyone should be trying to push things in the same general direction. Someone who is obviously pushing in the wrong direction or causing unnecessary friction should either be convinced to align more with the rest, convince others to push in the alternate direction, or asked to leave.
Now obviously companies should be encouraged to follow social norms in some respects, to make it clear that certain ways that they act are not tolerated by the society they exist within. However, this is still an inherently social problem, and requires social solutions.
If you feel like you're the odd one out, and that the majority of people in the company--or maybe just "the leadership"--are wrong, consider that at the end of the day, the reason usually comes down to "other people don't think like you". There are two things you can do about this:
1) change other people's minds. You generally can't do this by actively fighting against them, so you should at least make it clear you align with them in some way that matters to the company, first. 2) you can find a different group of people to work with, people who think more like you.
Consider that if the second option doesn't exist, you always have the option of doing it yourself.