The Role of Managers in Offensive Employee Behavior: Is This Your Real Sexual Harassment Policy

Dear Employees,

At our company, we like to pretend that we have a zero tolerance for offensive behavior.  This is to make our legal and HR department happy.   In reality, we don’t care what you do as long as you’re getting your job done and making us a profit.

This is especially true of our managers.  Look, your manager got promoted because she was better than you.  As such, s/he gets special treatment and will not be held to the same behavior standard that you will.  So don’t even think that, just because your manager gets away with it, you will.

And, another thing.  Your manager was hired to make money.  S/he does not like taking time out of his or her valuable day to listen to a bunch of whining about something someone else said or did.  So don’t be surprised if he or she is annoyed when you make a complaint.   And don’t be surprised if he or she isn’t quite as friendly afterward; after all, you’ve blown the whistle on somebody that you work with.  That’s not part of the “good employee” code.

The Role of Managers in Offensive Employee Behavior

Any lawyer would go screaming  into the street at the thought of  his or her corporate client adopting this kind of offensive behavior policy.  So would HR.  And yet, this “policy” is communicated by the actions and attitudes of managers who either participate in, or turn a blind eye, to  dishonest, ethical or illegal behavior.

Managers commit more fraud, steal more money, and does so in larger amounts than rank-and-file employees ever did, yet they often have exempt status when it comes to accountability for their behavior.   In addition, their attitudes and practices establish the caliber of management oversight.  When managers are perceived as uncaring or unconcerned about abusive behavior, the blind eye is perceived as an approving eye.

The Bottom Line

What management does is much more important than what management says.  Managers who stand by, or participate, in offensive behavior significantly infleunce the level of management or subordinate tacit or direct involvemnet in abusive behavior, the legnth of time this behavior goes on, and why employees who have knowledge or reasonable suspicion of wrongdoing do not expose it.

Advertisements
Explore posts in the same categories: offensive behavior

Tags: , , , , , , , ,

You can comment below, or link to this permanent URL from your own site.

One Comment on “The Role of Managers in Offensive Employee Behavior: Is This Your Real Sexual Harassment Policy”


  1. It’s very difficult to handle offensive employ behavior, but a trained manager can handle them. Because they trained in a special program, so they can easily employes.


Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s


%d bloggers like this: