Checklist: 6 Signs That You Abuse Power
alexander savina
Desire to use power and status in their favor, old as the world - and the stories about how someone "used the" administrative resource "", no one is surprised. It seems that in such cases it is easy to separate black from white (everyone, for example, knows why bribes and other economic crimes are unacceptable), but in practice the boundaries are blurred - simply because the abuse of power does not always fit into the relevant article of the criminal code and may concern not legal, but ethical.
For example, many used to express dissatisfaction through public posts on Facebook, because this is the fastest way to get through to a company or service - but not so long ago, New York Times journalists were forbidden to do that: according to the newspaper, such complaints will be given special attention because of the influence of the journalist , regardless of how fair his claims are. We have gathered six non-obvious signs that will help us understand that it is time to reconsider our behavior and attitude towards privileges. All of them relate primarily to work, but in fact they are applicable in all cases where a hierarchy meets and, accordingly, the power of one person over another - for example, family relationships.
1
You attribute other people's services to yourself
One of the bonuses of corporate power is access to everything that happens around: you know at what stage each project is, and it is up to date with the plans of colleagues. Many people are tempted to take advantage of the situation - to seize the initiative, assign merit to themselves or, in discussion, focus on what an excellent leader you are (even if this is true), instead of paying tribute to teamwork. Extreme case - if you just steal other people's ideas or assign merit to yourself alone, although you worked on the task with a whole group. Do not do it this way.
2
You think not about the company, but about how to look better
There is nothing wrong with striving to be better than others and working on it. But such goals can not be achieved at the expense of others, especially if you have the opportunity to influence them: in the end, you have to work on common tasks, and not compete. You can understand what is happening with you, for example, through meetings: if instead of discussing pressing issues you first persistently scold your colleagues, and then praise yourself for a long time, it may be time to think about whether you are abusing your existing resources.
The same can be said about the painful desire to be in the center of attention when you stop others from telling about their successes, and about the habit of constantly scolding subordinates for failures, “forgetting” about their achievements or taking them for granted. We think it is not necessary to tell why you should not assert yourself at the expense of others and with all your strength to strive to look better against their background - you already know that.
3
You are an exception to the rules.
One of the most frequent manipulations is the idea that you are allowed more than others, which means you have every right to violate established rules and agreements. When power is in the hands, it is even easier to go this way: you have more responsibilities and responsibilities, which means you can not have dinner for an hour, but all three - you are a manager, others should fit into the framework.
Behind the same clause and behavior outside of the law or ethical standards - from lies in reports and unscrupulous partnerships that you can influence, to the "gray" salary schemes and anything else. If a person considers himself above the law and ethics, it is not surprising that he will neglect them - this happens very often, but this is not a reason to do the same.
4
You think you're always right
A manager should be able to make a decision for everyone - even if it is sharp and does not please the rest. Another thing, if you consider your solutions to be the best by default, are not ready to admit mistakes, to listen to the opinions of others and to reasonable criticism. No one likes to point out flaws in his or her work - but constructive criticism is needed not to humiliate or assert itself, but to make a difference for the better, fix a problem or help find a better solution.
If you consider yourself invulnerable, most likely, this is not so: any person can make a mistake, regardless of his position and level of responsibility. This also includes the desire to blame others for their own mistakes, in order to avoid responsibility: if you do this, simply because you can, we have bad news for you.
5
You humiliate others and do not think about their feelings
Another dangerous path that unlimited access to power can lead to. If you become a leader, the dynamics of relations with colleagues will surely change, but this is not a reason to treat them without previous respect. No matter how strong the fault of the subordinate may be and no matter how he reflects on you, this is not a reason to shout or humiliate him - not alone, nor, especially, in the presence of others.
Another option: you neglect the needs of others. You force you to go to work on weekends and holidays, although there is no special need for this, refuse to even let an employee go to work for a short time even for a short time and do not believe that someone may feel so bad to take sick leave for several days, even if he claims his temperature is around forty.
Of course, we are not talking about those who abuse other people's trust and are negligent in their work duties. But workaholism is the most socially approved type of dependence, and here it is easy to cross the border from simple industriousness to violating foreign borders. Office position for many becomes a convenient reason for an abuse. If you notice a tendency toward emotional abuse, a desire to control other people, ignoring their own opinions and desires, or other items on this list, you should turn to a psychotherapist. People are not cars, and do not need to force them to work for wear.
6
You use work opportunities for personal purposes.
The most obvious sign of abuse is if you use your work resources for personal use. The easiest thing to notice is when you have subordinates: if you ask them to fulfill your personal assignments that do not relate to the work and goals of the company, or force them to pay attention to one task that is especially important for you, to the detriment of the others, then you use boss status for unofficial purposes.
But even if you have not yet become a leader, alarming bells can be here - for example, if you knock out gifts and discounts from partners of the company, use your own influence to solve personal issues, support a colleague who interferes with the company, but is convenient for you personally. because it helps you make the right decisions, or you speak out against another colleague to prevent him from competing with you. Any personal goal for which you are using a work resource is at least a reason to think.
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