From childhood, our elders advise us to be good-natured for the sake of goodness and give us advice about its benefits. Whether in nature or as a belief, human beings are more inclined to think and show goodwill. Generally, there is nothing negative about this situation.
However, in different life roles and some managerial areas, excessive goodwill does not always yield positive results; it can even decrease productivity. If a manager consistently approaches an undisciplined employee with excessive goodwill and does not activate the warning and penalty mechanism, this situation becomes a negative factor affecting the motivation and performance of other employees. Moreover, it creates a disadvantage for the overall performance of the organization. On the other hand, if we consider the well-being of both all employees and the organization as a whole, then we should be able to provide the necessary warning or penalty to that employee to ensure this.
Similarly, excessive goodwill in personal relationships can lead to imbalance, with one party constantly giving or showing tolerance and the other party constantly taking. This can occur both emotionally and practically.
Therefore, we should behave with goodwill without forgetting that goodwill, like other factors, has a limit. We should not tolerate a situation where someone's goodwill is being abused for the well-being of the whole; otherwise, we would be doing harm with goodwill, not goodness.
Dr. Bilinç Dolmacı
