CORPORATE ABUSE-Corporate Slavery PART - II : by S CHAKRABORTY

Corporate India has become a battleground of innuendos, boorish comments, snide remarks, abusing and shouting that there is no turning back. Companies are now known as Galli-galoch, Chillam-Chilli kind or bad boss kind! Boss, mind you has perennially been an issue from times memorable. India’s reality show Big Boss is far decent than the ones seen and experienced by masses. Let that be as it may and let us stick to the bigger picture of the corporate world. My way or the Highway!.........

(The article is in continuation of the Article: CORPORATE ABUSE-THE HIGHWAY THREAT PART – I by myself released in Linked in on 12th June 2020 - https://www.dhirubhai.net/in/s-chakraborty-647613105/detail/recent-activity/posts/ )

You know you have pledged your dreams for the need of making a living and forget the dreams you ever had. Who has the power to decide on voluntary slavery?

7 Signs that you may have become a Corporate Slave:

 1. You sleep less than an average of 6 hours every night.

2. Part of your daily routine involves turning the floor lights on, when you arrive, and off, when you leave.

3. You have never attended your daughter’s dance recital or child’s PTM, ever.

4. You can’t remember the last time you had a day off, let alone a vacation with your family.

5. You are constantly anxious about your performance, or rather the way it is perceived by your manager.

7. You feel you cannot talk to your manager/superior, your HR or your colleagues about your grievances.

8. Your work-life balance has taken a nose dive.

9. Every, time you will be called by the Boss man and shouted. Wonder what the next time………………..

10. Your mind goes blank every time the Boss man shouts.

 If all or even any of the above sound familiar, then you might just be in the company of the un-free. On a closer inspection you may actually see yourself among thousands of employees steering the metaphorical ship of your company, chained to the massive oars, much like the galley slaves of the ancient times. Have employers really become the, less gruesome, less morbid, less reprehensible versions of the last century plantation owners?

Possibly, because these employees don’t have the freedom to say that’s it. Enough is enough!!! They can’t refuse to give in to unusual demands, disagree or even negotiate. They have seen their colleague, the guy who met expectations in the last year’s review and was the second one to receive a pink slip this year. Right after the one handed to the under-performer. The choice, is between being jobless and a slave……..the home fires is at least burning and there is food on the table.

Employers are getting rich off the exploitation of workers. Abuse is not only accepted, but rewarded.

Let’s stop turning a blind eye to destructive leadership stemming from substance abuse, mental illness, and violent tendencies under the guise of a “management style” which has gone awry. The moment funding is complete, rolls the Audi/BMW cars to show off, by the Malik. Funding money wasted, but the poor slave is at risk of losing his or her job. Lifestyle management at the cost of my money is rampant, be it the membership at the Gym or the fancy club or daughters admission at the international school as all sucked from the blood, sweat and tears of the employee at the beck and call.

The Times article points out:

But the vast majority of findings point to the same conclusion: Bullying bosses tend to undermine their own teams. Morale and company loyalty plunge, tardiness increases, and sick days are more frequent.

The problem is not framed by the suffering of the recipient, but that abuse undermines the goals of the organization. It’s not the issue of it making people physically ill and negatively impacting them emotionally, it is that it increases sick days which in turn leads to a loss of productivity.

In other words, if the boss’s attack results in an employee developing a medical disorder due to stress, the real problem is the loss of profit dollars generated by the worker — not the worker’s compromised health, loss of wages or threat to their continued employment.

We have a problem of abuse in the workplace which is encouraged, condoned and exploited by management and ownership.

More frightening are the findings on narcissistic behavior. Despite teams’ negative view of abusive leaders, upper management positively rated their performance. One could argue that abuse is not only fostered in our organizations, but institutionalized. Seeing is believing and thus a few ways to recognise a Culture of Abuse in an Organisation.

10 Types of Workplace Harassment (and How to Stop Them)

(1) Discriminatory Harassment: All unlawful workplace harassment is discriminatory in nature. But, unlike verbal or physical harassment, discriminatory harassment is defined by its intentions instead of how it’s carried out.

How are employees reporting harassment right now? If you don’t have an employee complaint form yet, you need one. CORPORATE MUST - EMPLOYEE COMPLIANT FORM

In this case, the bully is harassing the victim because, at least in part, they’re a member of a protected class. Caste harassment, Owner’s brother/son throwing their weight, Racial harassment, Gender harassment, Religion harassment, Disability harassment, sexual orientation harassment and the lasted to be added is the age based harassment.

Personal Harassment: Personal harassment is a form of workplace harassment that’s not based on one of the protected classes (such as race, gender or religion).

Simply, it’s bullying in its most basic form and it’s not illegal but can be damaging nevertheless. Or any other behavior that creates an intimidating and offensive work environment for the victim.

Examples of Personal Harassment

1.     Personal harassment includes:

2.     Inappropriate comments

3.     Offensive jokes

4.     Personal humiliation

5.     Critical remarks

6.     Ostracizing behaviors

7.     Intimidation tactics

(2) Physical Harassment: physical violence in the workplace

Physical harassment, also often called workplace violence, refers to a type of workplace harassment that involves physical attacks or threats. In extreme cases, physical harassment may be classified as assault.

Physical gestures such as playful shoving can blur the line between appropriate or not since it’s the person on the receiving end who decides whether the behavior makes them uncomfortable.

In order to more clearly define that line, physical harassment should be taken very seriously in the workplace and explained thoroughly in codes of conduct and policies.

Examples of Physical Harassment

Common behaviors include:

1.     Direct threats of intent to inflict harm

2.     Physical attacks (hitting, shoving, kicking)

3.     Threatening behavior (shaking fists angrily)

4.     Destroying property to intimidate

Industries at Risk

Employees in some industries are more at higher risk of workplace violence. These include healthcare workers, peace officers, social services employees, teachers and educators, retail staff and public transit drivers.

Timely, thorough harassment investigations can protect your employees and your reputation. Learn how to promote a safe work environment with our eBook “Conducting Effective Harassment Investigations with Case Management Software.”

(3) Power Harassment: Power harassment is a common form of workplace harassment that’s characterized by a power disparity between the harasser and the harassed.

The harasser exercises their power by bullying a victim who is lower on the office hierarchy.

In many cases, the harasser is a Owner/employer; supervisor or manager who victimizes their subordinates.

Normally HR is a victim of power harassment, where in any big shot or head dictates what must be done by HR.

Examples of Power Harassment

Power harassment isn’t limited to a certain type of behavior. It can be verbal in the form of intimidation or it can be physical in the form of acts of violence.

More often than not it’s psychological. The harasser subjects the victim to:

1.     Excessive demands that are impossible to meet

2.     Demeaning demands far below the employee’s capability

3.     Intrusion into the employee’s personal life

4.     Calls at home at unearthly hours

5.     Passes snide comments – Are you sitting on your ass or sucking your thumb

(4) Psychological Harassment: Workplace Discrimination. Psychological harassment has a negative impact on a person’s psychological well-being.

Victims of psychological harassment often feel put down and belittled on a personal level, a professional level or both.

The damage to a victim’s psychological well-being often creates a domino effect, impacting their physical health, social life and work life.

Examples of Psychological Harassment

Psychological harassment in the workplace might look like:

1.     Isolating or denying the victim’s presence

2.     Belittling or trivializing the victim’s thoughts

3.     Discrediting or spreading rumours about the victim

4.     Opposing or challenging everything the victim says

(5) Cyber-bullying: online harassment - Employers are embracing new technology in order to appeal to younger employees and reap the benefits of a digitally connected world.

For example, instant messaging applications such as Slack and Workplace by Facebook offer convenience, speed and user-friendly interface.

However, there can be a downside to this digital world.

Examples of Online Harassment

Cyber-bullying and online harassment are a serious concern for employers. Among many, many other things, online bullies may:

1.     Share humiliating things about the victim by mass email or mass chat

2.     Spread lies or gossip about the victim on social media

3.     Send harassing instant messages or text messages directly to the victim

4.     Shaming the victim in the company Whatsapp groups and thereby cornering the person

  Cyber-bullying Laws

Indian law doesn’t explicitly cover “cyber-bullying” yet (particularly for adults). However, the Department of Justice has noted that legal action is possible by prosecuting the online mis-behavior under another law.

(6) Retaliation: Retaliation harassment is a subtle form of retaliation and an often-overlooked type of workplace harassment.

Retaliation harassment occurs when a person harasses someone else to get revenge and to prevent the victim from behaving in such a way again.

What Does Retaliation Harassment Look Like?

This type of harassment typically has three parts:

1.     Employee A files a complaint about Employee B.

2.     Employee B finds out about the complaint and who made it.

3.     Employee B harasses Employee A to get revenge and deter them from filing further complaints.

4.     Employee B, in this case, would be harassing Employee A as retaliation.

(7) Sexual Harassment: Woman-sexually-harassing-man-at-work

Sexual harassment is, simply, harassment that is sexual in nature and generally includes unwanted sexual advances, conduct or behavior.

Sexual harassment in the workplace is a form of unlawful discrimination and is taken seriously by the courts.

Other types of harassment might take some time and increasing severity to create a hostile work environment for the victim, whereas sexual harassment typically brings about discomfort and negatively impacts the victims’ life immediately.

Examples of Sexual Harassment:

1.     Sharing sexual photos (pornography)

2.     Posting sexual posters

3.     Sexual comments, jokes, questions

4.     Inappropriate sexual touching

5.     Inappropriate sexual gestures

6.     Invading personal space in a sexual way

(8) Quid Pro Quo Sexual Harassment: Quid-pro-quo-exchange

Quid pro quo, translated to “this for that”, is a type of exchange-based sexual harassment.

If job benefits are offered to an employee on the condition that they partake in some form of sexual conduct, it’s typically referred to as quid pro quo sexual harassment.

Sexual harassment of any form requires a unique, more detailed complaint form. Download this free sexual harassment complaint template.

In this situation, the harasser, who is often a manager or senior-level employee, may offer something of value for a sexual favour. It can also be a form of blackmail.

Examples of Quid Pro Quo Sexual Harassment

In exchange for romantic or sexual services, the victim may:

1.     Receive a job offer

2.     Receive a promotion

3.     Receive a raise

4.     Receive opportunities

5.     Avoid a demotion

Avoid termination

Quid pro quo sexual harassment can be either explicit or implicit. The harasser may outright ask for the exchange or may hint at it (“Don’t you want this job?”). If you quietly leave with a resignation, all will be closed. Why don’t you say you are unwell and sick and leave quietly?

(9) Third Party Harassment: Third-party harassment is a type of workplace harassment that’s perpetrated by a “third party” – someone from outside of the organization.

Instead of the perpetrator being a boss, supervisor or colleague, he or she is a vendor, supplier, customer or client of the company.

Who is the Victim of Third Party Harassment?

Victims are often young adults in “low-status” or “low-power” jobs (think: cashier or sales associate). Their position in the company, their lack of experience and their reluctance to cause a scene make them ideal victims.

Employer Liability for Third Party Harassers

Because third party harassment doesn’t fit the typical narrative, it remains under-recognized and is often swept under the rug. Regardless of who the harasser is, an employer’s responsibility to take steps to stop the behavior is the same.

(10) Verbal Harassment: Verbal harassment

Verbal harassment can be the result of personality conflicts in the workplace that have escalated beyond the casual eye roll or something more serious.

Unlike discriminatory types of harassment (such as sexual), verbal abuse is often not illegal. Instead, verbal harassment can be someone who’s consistently mean or unpleasant.

For this reason, a lot of verbal harassment can be particularly damaging since it goes unnoticed and unresolved.

Examples of Verbal Harassment

Obvious verbal harassment behaviors include things like threatening, yelling, insulting or cursing at a victim in public or in private.

If this is aimed at someone in a protected class, it is unlawful.

Negative Effects of Verbal Abuse

Dr. Gary Namie, a workplace bullying expert, found trends in the negative effects of verbal abuse at work. It’s common, he says, to have feelings of shame and guilt, loss of passions and even increased blood pressure.

Expert Tips to Stop Harassment

So, now we know what types of harassment plague the office, the next step is to stop it.

Here are three ways:

1. Implement, Update, Revive Your Policy

• Whatever verb is applicable to your policy situation, do it.
• If you don’t have a policy yet – create one!
• If you do but it’s out of date and hasn’t been updated since the last century – update it (If you do but no one cares or knows it exists – dust it off and enforce it.)

If there’s a policy, and it’s accurate and enforced, staff will have no reason not to abide by it. But as long as there’s no guiding light for conduct and misconduct, you’re asking for chaos.

2. Train Your Staff

Train your employees on what harassment is, how to recognize it and how to report it.

3. Implement, Update, Revive Your Internal Complaint System

Policy and training can only do so much.

• To supplement policy, and to step in when it’s not enough, an internal complaint system (like i-Sight’s Ethics Hotline) can make employees feel safe and supported.
• Unless you have a formal complaint system that acknowledges the victim’s rights to anonymity and security from retaliation, they probably won’t come forward.
• Victims will fear the potential backlash, and the lack of support might be worse than the harassment they already face.

Workplace suicides are sharply on the rise internationally and in India, with increasing numbers of employees choosing to take their own lives in the face of extreme pressures at work. Recent studies in the United States, Australia, Japan, South Korea, China, India and Taiwan all point to a steep rise in suicides in the context of a generalized deterioration in working conditions. Without making much ado about the recent suicide of an upcoming talented actor, aspersions are cast at the Bollywood bigwigs and the leading families.

Rising suicides are part of the profound transformations in the workplace that have taken place over the past 30 years. These transformations are arguably rooted in the political and economic shift to globalization that has radically altered the way we work.

Abuse of power or power harassment is the misuse of authority to take actions in personal interest that negatively impacts the company and its employees. It's a relative form of workplace bullying but specifically conducted by a superior.

Workplace abuse is behavior that causes workers emotional or physical harm. Harassment, discrimination, bullying and violence are forms of workplace abuse. ... Harassment can be discriminatory, bullying can be a form of harassment, and any of these behaviors can lead to workplace violence.

Add in the fact that the person best at doing the job has that specific skill set and not others, and the odds get even worse. So, in answer to the original question, managers often treat their employees poorly because the manager is in over his or her head and takes it out on his or her employees.