Stopping sexual harassment in the workplace

Alicia is a twenty-eight years old supervisor in a five-star hotel, she was aspiring to become the section manager of the steward department. So she submitted her application together with the pertinent papers required by the higher position.

After a few days her attention was called for an interview by the manager of the hotel. So, she reported to the office of the manager for an interview. During the interview the potbellied and burly hotel manager asked her to stand and come near him. Then he immediately grabbed her behind and salaciously said to her: “You have a nice behind, I want you in bed with me tonight!”

Alicia fiercely answered back, slapped the manager and she said to him: “You bastard you have no right to do it!” I will report you to the president of this hotel and I will also report you to the police for violating me!” The manager begged the woman not to do it but she had already decided to report his acts of sexual harassment.

Sexual harassers could be a man or a woman and it’s not solely about a person’s desire to have sex with his/her prey. Primarily sexual harassment emanates from a person’s desire to dominate a certain individual. Who is applying for a higher position or who is asking for a favor from a person with a higher organizational authority.

Therefore, sexual harassment is actually about individuals who are power trippers! They use their power as a leverage to take advantage of their prospective prey or victim.  It’s actually very hard to be in conflict with them for the simple reason that they are very powerful!

However, if you want to stop these sex maniacs you have no other choice but to have the courage to expose them! Nevermind if you might be ostracized or even if others will not believe you for doing so.

Why is it that you might be ostracized or others will not believe in you? For the simple reason that these sex maniacs are very powerful and they have their own network of very powerful people to even destroy your credibility.

Nevertheless, you have to have the courage to vigorously expose them no matter how powerful they are! For this is the only way that you can stop sexual harassment in the workplace. – Marino J. Dasmarinas

Evidence matters in resolving organizational conflict

Natalie is a middle level manager in a cosmetics organization. She went to their human resource management manager to complain about her fellow middle level manager who is very arrogant. According to her, to think that he is only a middle level manager he pushes his weight around as if he owns the organization that he works for.

Upon talking with the Human Resource Manager, Natalie was asked: Do you have a witness or an evidence to support your complaint? She said, no I don’t have any. She was therefore told to have evidence or even a witness and come back.

The next morning expecting to once again witness his boorish behavior she prepared her smart phone positioned it in a strategic place and turned on the video. After a few minutes her fellow middle level manager’s arrogance was on full display again. And it was captured unadulterated by her strategically placed smart phone.

Therefore, the next day she went back again to the Human Resource Manager presented her video of her fellow middle manager’s full display of arrogance. Consequently, his attention was called and he was asked to explain his unwarranted behavior.  He admitted his mistake and he apologized to those whom he had offended and he promised not to do it again. Accordingly, he was given a disciplinary action and was suspended for one week. 
  

Evidence matters when it comes to resolving organizational issues and conflicts. For the simple reason that when you have an evidence your complaint is already assured of speedy resolution. It also put an iron clad protection to your complaint.

The evidence will likewise immediately put the person being complained in a defensive and weaker position. Which will lead him/her to apologize and accept without question the disciplinary action that is due to him/her. – Marino J. Dasmarinas    

The leader/manager and the Management function of planning

John is a newly appointed department head in a call center company. Upon assuming his position his first activity for the day was to define the goals and plans of his department. He projected in advance the demands of their clients and through his planning he saw to it that his department would be able to meet their client’s future demand.  

What is the importance of planning in a manager’s/leader’s life in the organization? An effective manager/leader uses planning to implement his plans in advance. This plan is not simply based on their whims and caprices it is rather based on sound method, analysis and projection. When a manager/leader uses the management function of planning it should always be realistic and pragmatic.

 Why is it important for a leader/manager to have a plan? It is important for the simple reason that planning helps the manager/leader create a realistic framework of action. Yet this framework of action doesn’t automatically ensure 100% success. However even if it doesn’t guaranty 100% success it’s always better to utilize the function of planning than not to utilize it for how would you move ahead without planning?

Planning also provides a point of reference where actual performance can always be compared vis-a-vis with the planned target. And if the actual performance doesn’t meet the planned target managers/leaders should make the proper adjustment to meet the realistic planned target.   

Planning also determines a future course of action based on the prevailing environment. That’s why it’s very important not to cast in stone our plans. Otherwise we cannot anymore fine-tune our plans when the business environment is against us. Planning should always be a continuing managerial and leadership function. This is for the reason that the moment the manager/leader stops planning his/her life the organization would also come to an end.

Through the management function of planning the hazy and cloudy future is made clearer, brighter and the future that is unknown is somehow made known. – Marino J. Dasmarinas

Dictatorial leaders/managers are not good leaders/managers

Have you worked for a dictatorial leader/manager?

He is the type who would use fear and deceit as his main weapons to make his subordinates follow him. For example, during meetings he would outline the targets that he wants to achieve or the discipline that he wants for his organization. Then he would follow it up with a caveat that those who would not be able to meet their target or follow his discipline would be severely sanctioned.

These kind of bombastic statement would immediately achieve its intended purpose and that is to create fear. But after a few days this feeling of fear would immediately be replaced by a feeling of subtle defiance and resentment towards the leader/manager.

Run of the mill leaders/managers always use this kind strategy to achieve their goals only to be confronted at the end that it does not work. Why is it that it doesn’t work? This is for the reason that when we use fear as our means to achieve our goal/s. It is always subject to abuse and corruption that immediately leads to inefficiency and disruption of the efficient function of the organization. 

However, these type of leader/manager are slowly but surely exposed by their own arrogance and abuse of power. Which sooner or later are seen and observed by subordinates. And these subordinates will not be silenced forever there will come a time that they will voice out their opposition. Which would eventually lead to the removal of their dictatorial leader/manager. – Marino J. Dasmarinas

How to become an effective leader/manager

An Army lieutenant was leading his platoon of soldiers in an operation when they were suddenly ambushed by the enemy. Everyone took cover and firing at the enemy at the same time. They suddenly saw a wounded comrade who was about ten meters away from them shouting for help.

The lieutenant suddenly shouted at his soldiers and said: “Cover fire me and throw smoke grenades because I will go and rescue our comrade.” So they did and the lieutenant stealthy maneuvered his way to the wounded soldier.  Upon reaching his soldier the lieutenant assisted his wounded comrade and they both successfully extricated themselves from the claws of danger.

By the courageous leadership by example of the army lieutenant and with the support of his soldiers. He successfully executed the very dangerous rescue. This army lieutenant is an epitome of a true leader because he shows and leads the way.

In essence organizational leaders are no different from military leaders. What only separates military leaders from organizational leaders are the rigid training and the firearms at their disposal.  Therefore, to become a successful organizational leader/manager one has to show and lead the way and he must know his job very well.

An organizational leader/manager should not only give orders and then do nothing she should be at the forefront so to speak. For example, if the volume of work is enormous that it would need overtime work.  The leader/manager should also render overtime work and lead his subordinates in accomplishing what is to be accomplished.

If the leader/manager always shows and leads the way, he would also quickly earn the respect and admiration of his subordinates. The same subordinates would always be at his beck and call whenever he needs them. Why is this so? For the simple reason that the leader/manager has already earned the respect of his subordinates. 

What if the leader/manager will not lead and show the way? He simply sits down while giving orders and doesn’t take his leadership/managerial position with responsibility. His subordinates will surely not respect him and they will be like headless chickens running around without discipline and purpose. – Marino J. Dasmarinas    

Who surrounds you in your organization?

Glenn is a call center agent. He is newly married and a happy go lucky kind of guy. He has a select group of friends that surrounds him in his work environment. His group of friends have the same happy go lucky kind of mentality. Therefore, they have harmony, as they say: “Birds of the same feathers flock together.”

Whenever they get their salary they always go to their favorite watering hole to get drunk, have fun and spend as if there’s no tomorrow. So, they always end up without money hence they are forced to borrow from loan sharks.

But running out money was not only the problem there was also friction in his family brought about by his frequent drinking spree. His problem morphed into a behavioral issue in his workplace. He was often times hot tempered and he lacked focus and discipline.

These negative behavioral issues did not escape the watchful eyes of his superiors. Thus he was given a memo to shape up otherwise he would be meted a suspension. Fearing that he might be suspended and eventually separated from his job.

Glenn decided to distance himself from his happy go lucky group, therefore there was no more visits to his favorite watering hole. There was no more irresponsible spending of his salary. This change of mindset soon bore fruit: There was suddenly harmony in his family and his place of work.

The people that you choose to surround yourself in your workplace have influence over you. If you choose to be with carefree and happy go lucky guys, you end up the same sooner or later. And what would be the result of this immature behavior? There would be friction in your pocket, friction in your family and friction in your workplace. – Marino J. Dasmarinas  

When rejection comes your way

Rudy was a newly hired human resource specialist in an information technology company. He was idealistic and had fresh insights that he wants instituted to his new organization. Therefore, he suggested to his manager on how they would specifically identify those who would be considered for future trainings and seminars. However, his suggestion was rejected.

Rejection is part and parcel of your organizational life. There would be instances that you would make suggestion which to your mind is helpful for your department/organization. But more often than not your suggestion/s will be rejected by your boss.

Would you take that rejection personally? Of course not! You take rejection in your organization in stride. Don’t take it personally otherwise you end up as a loser, take rejection as a challenge to make your work better and to work harder.

Perhaps when your idea is rejected you could silently say to yourself: “You rejected my input, so I move on without any ill feeling against anyone." This is the correct attitude to make when your input is rejected. You can also make a positive spin toward it by using it as your motivation to work harder.

Rejection of your idea or input should not stop you from giving your insightful input/s when there’s an opportunity to do so. Why? This is for the reason that every input that you recommend is a testament of your knowledge or insight.  

However, if you notice that after a year of giving insightful inputs your boss or your organization has not considered any of it. Perhaps, it’s time to look for greener pastures in other organizations who will make full use of your talents. – Marino J. Dasmarinas