This refers to the editorial "Lure of lucre" (August 29). While it is true that the best talents cannot be attracted and engaged unless the compensation packages offered are commensurate with peer groups, linking lower compensation to the increasing tendency and temptation to be corrupt is not supported by any evidence or acceptable behavioural studies. Comparatively, lower compensation paid to public sector bank (PSB) executives might be attributed to lower efficiency levels and less creativity in performance, but not to the prevalence of corruption.
The tendency to resort to corruption is an innate attribute of some human beings, not all. There is a large pool of bank officials who are incorruptible and show high levels of integrity, honesty and loyalty (to organisational interest only) in performing their duties. However, they are often marginalised by their bosses and also left out of the selection process to choose chief executive officers and top executives in PSBs. Besides, financial incentives alone do not influence the performance of workers and executives in any organisation.
For corruption-free performance, you need an organisational climate in which an employee's efficiency and creativity get recognised. An appropriate tone at the top and leaders to lead by example are necessary to inculcate such a climate and culture, which is not visible in PSBs currently.
Biplab Chakraborty, Kolkata
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