2. Of U.S.
Workers
Studies estimate that about 13 per
cent of U.S. workers suffer from
such a boss.
13%
No one wants an abusive boss
but sometimes we end up with
one.
And this behaviour appears to
be most prevalent in fields
such as the military and
health care.
A possible explanation is that:
These organizations tend to be
characterized by high work
demands, pressure, risk, and high
costs associated with failure—all
factors that can stress bosses out.
3. It is hoped that you’ll never face an abusive
boss.
But if you do, you’ll want to have a
strategy for dealing with him or her.
4. Let’s first clarify what we mean by an abusive boss.
We define it as your perception that your supervisor is engaging in
sustained displays of hostile verbal or nonverbal behaviours.
6. Note two things about
our definition.
First, it’s a perception.
Regardless of whether your boss is actually
abusive or not, if you think he is, he is.
Second, our analysis isn’t concerned with
the occasional rant or mistreatment.
The action we’re concerned with is a
regular feature of your boss’s behaviour.
7. The message
here is
obvious:
Regardless of your actual
confidence level, don’t give the
appearance that you’re weak or
unsure of yourself.
You’re rarely going to see a boss
throwing abuse at a powerful or well-
connected member of her department.
Here’s an interesting insight
that might help you better
cope:
Abusive bosses are strategic.
They pick and choose their targets.
Studies find that they
particularly like to go after
those they view as weak or
vulnerable.
The message
here is
obvious:
Regardless of your actual confidence level,
don’t give the appearance that you’re weak
or unsure of yourself.
8. Here are some options.
If you’re on the receiving
end of abuse at work, what
can you do?
9. Directly talk to your abusive boss to discuss the problem.
Confrontation
10. Indirectly express your hostility through actions such as procrastination,
stubbornness, moodiness, or deliberately making half-hearted efforts to
accomplish required tasks.
Passive-aggressiveness
11. Try to win over your boss, and get him or her to “lighten up” on you, by
actions such as doing favours or using flattery.
Ingratiation
12. Assuming that there is power in numbers, this approach has others
acknowledge your problem and has them act in your behalf.
Seeking Support from Others
13. Keep away from your boss and limit his or her opportunities to harass you.
Avoidance
14. Since abuse is a perception, try to mentally restructure your boss’s actions
in a way so that it no longer seems to be abusive.
Reframing
15. Take your complaint to higher-ups in your organization to gain their
support and “encourage” your boss to change his or her behaviour.
Complain to Higher-ups
16. Which of the above
strategies do the experts
suggest?
Taking your complaint to upper levels in the organization
is not likely to work where the culture tolerates or even
supports abusive behaviour.
Hostile work climates do exist! And they encourage those with
abusive tendencies to act out.
So before you consider complaining to higher-ups, make
sure your culture frowns on and acts against, managers
who abuse their employees.
17. Not surprisingly, the confrontation was the least used strategy.
But were these the most effective ways for dealing with abuse?
Apparently not.
Studies have found that the most common
employee response to abuse is to avoid contact
with the boss and seek social support.
18. Avoidance and
Seeking Support
Resultes
Their stress
levels were
increased
Employees
experiencing
negative
emotions
Increased feelings
of weakness and
perpetuated fear of
the boss.
Studies
shows:
Somewhat counterintuitively, research indicates
that standing up to your boss was most related to
positive emotions.
It reinforces the desire to stick up for yourself,
outwardly conveys that you’re aware of your
boss’s behaviour, and demonstrates that you do
not find this behaviour acceptable.
19. Another counterintuitive finding was that
passive-aggressiveness paid off.
So it appears that bosses are less likely to go after employees if they are
assertive, speak up, or perform acts of upward hostility.
The evidence indicates that standing up
for yourself or retaliating are less likely to
make you feel like a victim.
If you’re firm and outspoken, you’re less
likely to see yourself as a victim, and it
sends a message to your boss that you
have a backbone and don’t want to be
messed with.
20. It merely covers it up and is likely to leave you still feeling like a victim.
Keep in mind that trying to avoid your boss or reframe his or her abusive behaviour
does nothing toward actually resolving the problem.
If you’re planning on leaving your
organization shortly or expect to get a new
boss soon, avoidance can be effective.
Otherwise, the use of avoidance or
reframing doesn’t change anything.
