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No

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No. Leadership should hold staff accountable for errors they commit while doing their work. Staff should take the blame for their own mistakes. The company should support any distressed workers facing consequences of their wrong actions at work.

An error by definition is a wrong action that can be traced to bad or poor judgment, ignorance or lacking attention. The result of an error can be devastating especially if peoples' lives are involved. It is my view that the person who caused the error should own up to it. Leadership should stand with the employee to the extent that such a fault may have caused far reaching damages, not to lift the blame from him but to show the employee emotional and other humane support.

For this reason industry places some emphasis on error control measures. With good control, errors can be minimized. It has to be understood that errors are human. One feels sorry for people who make certain "gross" errors that end up in court.

To the extent that control measures are in place for each job assignment, most errors should be noticed and corrected by the control system or person.

It is important to explain my understanding of leadership and staff roles.

There are several layers of leadership in an average company, but it is clear to me that we are not talking about general leadership here. Although management is leadership I take it that we are referring to senior leadership and the company spirit.

The lowest level of leadership includes team leaders and supervisors who oversee the activities of laborers, technicians and clerical staff or production teams. The next level is middle management proper. These oversee supervisors and may in fact include supervisors, depending on the size of the company and nature of the industry, while senior management is a distinct layer. This is the level, I suggest are the "leadership" referred to above.

When we say this company is good, we refer very much to the spirit of the collective, usually a reflection of the top directors and their policies which trickle down through management to production teams.

Visually, senior or top management includes the Board and executive directors of the company. They control company policies, resource mobilization and direct allocation of these resources including staffing in the company. They also appoint middle management. So, when we speak of leadership we include those who may not even know how to use the tools of this industry, people whose specialty may be finance or

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