Is is it ethical to use these compliance techniques as a management practice?

Here's an example around the principle of Scarcity:

Let's say I have a opportunity that I think would be a great growth opportunity for someone I manage. Would it be wrong to manufacture some form of scarcity around the opportunity to push them towards accepting the challenge ( there are probably others who will be interested, this position will fill quickly ).

Does the answer change if I have a vested interest in the outcome? What if I added the nugget that I was put in charge of finding people for this select team? There is still a benefit to the individual, but now there is a mutual benefit to me.

Thanks for listening,


PierG's picture

I've read Cialdini book and articles: I love them.

And I think a tecnique is not good or bad: it depends on how you use it.

Some of his tecniques are just a way to 'talk' your counterpart's language: if you want to speak with an italian person (me for ex. :) ), you'd proably be more succesful if you speak italian (above all if he DOESNT speak english).

Some other are more 'influence' related and yes, it depend on how you use them.


misstenacity's picture

This story was referenced today on Guy Kawasaki's blog:

Its about a guy in Turkey and a rug-seller. Enjoy!

TomW's picture
Training Badge

What's the full story without the hypotheticals and partials? Only with that can we give you real answers.

The way you pose the situation, adding details as questions, doesn't help.

JorrianGelink's picture

I felt the book was more of a reference on how people influence.

Influencing starts getting unethical where the person being influenced is disadvantaged or negatively impacted.

Can you use it as a management practice? Sometimes, but you never would want to if it is just for you to benefit from and it hurts the other person.

If you can have both parties benefit equally, that would be the right approach depending on the situation. :)