Professional Communication Presentation

General Overview of the Conflicts in the Office

Content Page

Introduction

Approach – Definition, How Common it is, Case Study, How it affects the workforce, Possible solutions

Topics• Rank and Power Abuse

• Peer to Peer Issues – Backstabbing

• Gender Discrimination

• Double Standards

Conclusion

Questions and Answers

Rank and Power Abuse

Rank and Power Abuse

• Rank – a level of status, a source of power– People of higher intellectual, emotional, psychological calibre

• Rank – an ego-magnet– “Rank is a drug. The more you have, the less aware

you are of how it affects others negatively.”- Mindell; author of Sitting in the Fire

Types of Abusers and Abuse

Types of Abusers

• Critics - consistent insults, name calling, aggressive gestures• Gatekeepers – control freaks

Types of Abuse• Personal errands• Intentional lack of support• Threats and instilling fear• Humiliation

How common is it?

Workplace Bullying Institute (WBI)• 58% of workplace bullies are women.• Half of all bullying is woman to woman.• 80% of victims of bullying are women.• 71% of all bullies are bosses

Employment Law Alliance (ELA)• Half of U.S. workers have been the victim

or witnessed power abuse by bosses.• 45% of those surveyed worked under abusive boss

Consequences of abuseConsequences of abuse

Direct effects• Drastic loss of morale, enthusiasm, willingness

to participate in team decisions.• Higher demand for sick leave• More adopting abusive behavior

Effect on company• Lower productivity• Loss of potential for company growth due

to unnecessary increase in staff turnover rates

Possible SolutionsPossible Solutions

• Manage the manager– Don’t wait for criticism – preventive measures.– Make sure your performance is up to standard.

• Avoid undue dislike– Boss is boss.

• Gang up.

• Don’t go up the chain of command

• Play nice– Then he will as well.

• Decide your own fate– Have a plan B

Important NotesImportant Notes

• Rank comes with its privileges -But also, with responsibility.

• Abuse of privileges leads has detrimental affects on the department.

• Power abuse is not impossible to solve.– But they’re the boss. Proceed with caution.

Peer to Peer - Backstabbing

Backstabbing

• To attempt to discredit (an individual) by underhand means

Reasons

• Competing for promotion

• Personal grudge

How to Backstab

• Seize credit for the team’s work

• Hint to superiors of slothful behaviors of peers/colleagues

• Self-promote and discredit others

Case StudyCase Study

PurposePurpose• Raise awareness of Office Politics• Navigate the minefield of Office Politics safely

• Engineers Tom and Jerry are colleagues in a MNC competing for a multi-million project that will affect their future if the project succeeded. Both are tasked by their manager to come up with a proposal.

• Tom was too eager to outperform Jerry and had been observing Jerry for a couple of days. Tom realized that Jerry had been reporting late for work lately and had some conflicts with other colleagues.


• One day, Tom and his manager happened to be together for lunch after a business trip. Tom make good use of the opportunity to hint his manager about Jerry’s recent slothful and hot tempered behavior.

Tom backstabber !!!


• Outcome : Both engineers did not get the project

• Reasons:

• Tom Backstabber, harmful to company culture, shows little confidence in own work

• Jerry Slothful behavior and unable to handle stress

How it affects working relationship in How it affects working relationship in the workforce?the workforce?

• lowers morale of workers

• creates tension in office

• distrust between colleagues efficiency drops


• Continue with work

• Speak to the culprit, other colleagues or manager

• Change of department

• Change of company


• Be cheerful but careful at work

• Do not worry too much on backstabbing

Managers are once an employee• much more experience on backstabbing• will not tolerate backstabbers

Gender Discrimination

Gender DiscriminationGender Discrimination

• .Sexual Harassment

• Gender Inequalities in job scope and promotions

Prevalence of Sexual HarassmentPrevalence of Sexual Harassment

• Research study on workplace sexual harassment:• 60% of females surveyed encountered sexual harassment• 40% of males surveyed encountered sexual harassment

Work Place Policies for Sexual Work Place Policies for Sexual HarassmentHarassment

• 66% of surveyed were not aware of any workplace policies related to sexual harassment

• Current workplace policies varies• Identification of a supervisor or manager for complaints to be directed

to• Investigation of the allegations • Remedial or disciplinary action• Protection for victims and witnesses• Extension of definition of offender to customers & vendors, not just

employees

Legal Framework in Singapore

• There are no specific legislation addressing and dealing with sexual harassment in the workplace

• Victims have to seek civil (tribunal court) or criminal redress

Gender Inequalities in Hiring or Gender Inequalities in Hiring or PromotionsPromotions

• MOM stipulates guidelines on hiring

• No form of gender discrimination is allowed

• Templates for non-discriminatory job adverts


• Human Resource policies for women - a study in Singapore ;Journal of Management Development 1999

i. No discrimination with regards to time period before promotion from supervisory to management positions

ii. Possible wage gap between females and males in various positions


• Keep a diary of events and document discriminatory acts

• Keep a record of positive feedback from clients and coworkers

• Make a formal complaint to Human Resource Office


• Sexual discrimination, in the form of sexual harassment or sexual inequality in the workplace exist

• It damages workplace relationships, and victims are traumatized and abused

• Solutions encompass managerial regulations and channels for victims to exercise their rights.

Double Standards

Double Standards

In the Eyes of the Boss…

I am… He is…

Ass Kissing

Busy

Lazy

Cooperating

Slow Thorough

Double Standards

1.What?1.What?• holding different people accountable according to different standards.

2.Where?2.Where?• Inevitably everywhere.

3. Why?3. Why?• violates the principle of justice known as impartiality.• An assumption that same standards should apply to all people.• No subjective bias or favoritism


• Peter is working in a local banking corporation in Singapore.


• His boss, Tom, had enjoyed their first conversation and from the start had decided that Peter was extremely bright.


• Tom gave Peter more work than the others on the team because he felt that Peter was more able to cope. At the same time, Peter was showered with praise for his achievements and attitude.


• Other members of the team felt shortchanged and became despondent towards Peter. Peter himself felt uncomfortable, as well as unfairly overworked.


• The end result was that the performance of the other members of the team declined along with morale and Peter ultimately tender his resignation and took his exceptional skills elsewhere.


• It can lead to negative feelings.

• Withholding of information, frequent arguments and total lack of effective communication.

• Appears to be part of a team.

• Non conducive work environment

• The performance of the team declines


• Recognize each person’s merits and contribution through significant events.

• A mature attitude adopted by each employee.

• Such an environment must be promoted by the organization's hierarchy in order to be fully effective.

• Paying attention to emotional maturity when selecting employees

• Implementing incentive systems that reward cooperation.

Review

What we have discussed so far?What we have discussed so far?• Rank and Power Abuse (Kim)• Peer to Peer Issues – Backstabbing (John)• Gender Discrimination (Joel)• Double Standards – Favoritism (Kenvin)

ConclusionConclusion• Politics are inevitable everywhere.• Bringing up the awareness of Office Politics• Dealing effectively with Office Politics

“Life is not fair, get used to it!” – Bill Gates• Be manipulated or be in control

Good luck in your future endeavors!

Thank youThank you

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