ORGANIZATIONAL LEADERSHIP: WORKING WITH A PERSON YOU DO NOT APPRECIATE. WHAT TO DO ?

1. Introduction

In any organization, there are rules and standards that govern the proper functioning of office or field activities. Likewise, in the work, we find different categories of people who have been recruited based on their skills may have unviable characters or who can obstruct the social climate. They can be among managers, agents of middle class or low class. They can harass you, hate you, disturb you until you lose peace!

Thus, unintentionally, the tense climate can cause poisoning of relationships and cause you to hate or resign yourself. Here is a hatred that comes suddenly without wanting to! How then live and work with this person you do not like?

2. Determine the cause of the tense climate

The professional, interpersonal or social

To better live with this person, and stay the course of your work, you must identify the cause that makes your relationship tense. Generally, there can be two causes. The professional or interpersonal. For the professional it can depend on the way you work or the way you evaluate yourself. Either he underestimates you and sees you as incompetent or he sees himself very far inferior to your benefits and that it creates in him a spirit of jealousy based on the professional.

What to do ?

In all this, try to find your error or flaws in all this and make great improvements if that is possible! Do not play the scapegoat! Strive to follow the rules as much as possible. If you do not find your responsibility in everything that happens, continue to do your job competently and keep in mind that late end some colleagues will know and one day they will be your witnesses. Avoid criticizing people, frequent the person as the work requires but do not make personal relationships since the person shows no signs of rapprochement. If you are a manager and you notice flaws in the person, try to help her/him develop through a dialogue of self-evaluation, and as soon as this one on its flaws, you will have to see to what extent the other colleagues can help her/him to improve. Training / training is also possible!

2. Determine the cause of the tense climate

The professional, interpersonal or social

To better live with this person, and stay the course of your work, you must identify the cause that makes your relationship tense. Generally, there can be two causes. The professional or interpersonal. For the professional it can depend on the way you work or the way you evaluate yourself. Either he underestimates you and sees you as incompetent or he sees himself very far inferior to your benefits and that it creates in him a spirit of jealousy based on the professional.

What to do ?

In all this, try to find your error or flaws in all this and make great improvements if that is possible! Do not play the scapegoat! Strive to follow the rules as much as possible. If you do not find your responsibility in everything that happens, continue to do your job competently and keep in mind that late end some colleagues will know and one day they will be your witnesses. Avoid criticizing people, frequent the person as the work requires but do not make personal relationships since the person shows no signs of rapprochement. If you are a manager and you notice flaws in the person, try to help her/him develop through a dialogue of self-evaluation, and as soon as this one on its flaws, you will have to see to what extent the other colleagues can help her/him to improve. Training / training is also possible!

3. Determine the kind of offense

Abuse of Power
In some cases, you may be abused by that person. It is when it misuses its prerogatives by exceeding its jurisdiction over you. This category of people uses shocking words, insults, humiliation in public.

What to do ?Faced with the abuse of power, your role is to get the evidence with clear details (dates, times, witnesses, facts, ...). If the person has written to him, he must ask that every time the person stains you, he must do it in writing. In this case, you could complete the task and make sure that the traces remain writings (your answers, or your clarifications that this work was done but that it did not return to you). Keep the job report, the email you wrote in accompanying the report, and keep details about the days, times and circumstances of work in which this happened. You will be able to refer to it one day in case of claims against the abuses of power.

Sexual harassment

Sexual harassment does not target women, although in a certain percentage they are mostly victims. Men or women can suffer according to the profile of the predator.

What to do ?

In the face of sexual harassment, you must start introspecting if you are at the bottom of it by your provocative attitudes that have aroused your appetite for this harassment. Check if you respect the local culture and if your direct or indirect responsibility is not established. If this is proven by your conscience, adjust in your attitudes and demonstrate to the person that you have no intention to provoke her to love you. If you do not blame yourself for anything, take courage to tell the person that his / her attitudes and actions make you feel that you want improvements from him / her in the next. If the person uses things to provoke you like SMS messages, letters, videos, mails, ... do your best to keep them as much as possible. Respond with the negative by cautioning the person with writings to keep them the same. In the event of retaliation, you will be able to refer to it in order to demonstrate the link between causes and effects. Keep a physical distance and stay in the professional so as not to give an image of intimacy by rubbing shoulders in hours out of the ordinary. Keep a look respectful of yourself, and do not criticize the person with your colleagues.

4. Finding allies

Finding allies of size does not mean creating fierce opposition to face the challenges of gossiping by seeking to rally everyone behind your cause. No. It's more about taking stock of the elements and people who can attest to what you are suffering and your innocence. Among other things:

The rules and procedures : be sure to behave well in relation to the standards of your work;
Service colleagues: people who may have been present during the various abuses you suffered such as humiliation at public service;
Specialized services: in each organization, there may be services to help agents in case of problems such as the Staff Counselor, the Ombudsman, Human Resources, etc. These people can help provide you with advice and guidance that can help you turn the scales around when needed. These people can help you reduce your stress and the risk of rumination at length that can lead to demotivation.
External specialists and psychologists: if you are a manager, some of the questions come up with solutions by consulting specialists in the field. These people can help you reduce your risk of taking hasty action on who can take the organization to unnecessary trials and court costs while other solutions are possible.

5. Conclusion

Working with someone you do not appreciate is not easy. This situation, which is psychological, consumes energy and demotion and can be the basis of the deadly stress. It takes courage and patience. The courage to self-assess yourself if you are not among the causes and courageously amends directly. In case of not guilty, identify the cause of the problem and the type of offense. Take courage to talk to the person, keep evidence and not criticize others. It is also necessary to use the experts if necessary, to avoid falling into catastrophic and regrettable decisions taken under the anger.

See the same article at :

http://humanitaires-vivre-pour-une-humanite.over-blog.com/2019/03/vie-de-professionnelle-les-30-expressions-qu-il-faut-eviter-au-travail-ethique-et-deontologie.html