Mutiny at Work
In the year 1787, a young British Naval Officer by the name of Lieutenant William Bligh
was given the assignment of sailing to Tahiti to collect breadfruit saplings for
transport to the Caribbean. His first officer on the voyage was Fletcher Christian,
and the ship was the now famous HMS Bounty. What exactly transpired on that ship two
years into the voyage is still up for debate; however, the facts are clear. Mr.
Christian with the help of twelve crewmembers took over the HMS Bounty and cast
Captain Bligh and his crew adrift on the high sea in a small 23-foot open boat.
What is still in dispute is the reason for the mutiny. Did Mr. Christian retaliate
under the inhumane treatment of Captain Bligh, or did he lead the mutiny only for
his own selfish desire to live an indulgent life in Tahiti?
The mutiny that occurred on the HMS Bounty has all the trappings of a mystery novel,
a love story, and psychological thriller all in one high seas adventure. It has
inspired over 2,000 articles and books, five major motion pictures, and numerous
documentary films produced about the mutiny; nevertheless, speculation as to the
motive for the mutiny still abounds. Was Captain Bligh a foul-tempered authoritarian
with a superiority complex, or was Mr. Christian a rebellious hedonist?
How does what transpired on the HMS Bounty apply to your company or organization?
It's applicable because a company is a lot like a ship at sea. Similar to a ship,
your company has a mission to accomplish, a captain and first officers, and there
are many hazards that can cause your company to run aground. A mutiny at sea is
just one of many hazards that a company can experience while sailing. Mutiny at
work is called insubordination, and it can be as intriguing as a true mutiny on
the high seas. So, when you hear of an employee being insubordinate, it is best
to investigate the mystery behind the insubordination before jumping to any
conclusions about who is to be blamed.
There are three basic causes for any insubordination incident:
1.) Stress: Employees under stress are insubordinate because they are overwhelmed.
An employee may be under stress due to factors occurring in the workplace or in
their personal life. Whatever the reason for their stress, they reach a point
where they simply cannot function anymore. So, they tell their supervisor "no."
They cannot do anymore work or tasks.
An employee who is insubordinate due to stress is worth saving and not terminating.
These employees usually recognize their stress and shortcomings and are willing to
change in order to improve their performance.
2.) Rebellion: Employees in rebellion are usually rebelling from their own Captain
Bligh or intolerable work situation. These employees usually have a legitimate
reason for being insubordinate; however, they often do not take the appropriate
action to notify the proper authorities in the company about what is happening to
them.
An employee who is insubordinate because he/she is rebelling is worth saving and
not terminating. These employees need three things: listening, educating, and
discipline. (A) Listen carefully to the reason(s) of the employee for being
insubordinate. The employee might say "my supervisor is a jerk," but if you
listen carefully you may find out that the supervisor has been calling the
employee names, sexually harassing him or her, or constantly criticizing the
employees performance. (B) Educate the employee about the proper course of action
to take to address a supervisor who is acting inappropriately with his or her
subordinates. (C) Discipline the employee, usually verbally, notifying him or
her that it is important to following proper procedures versus taking inappropriate
actions.
(Note: Do not discipline an employee who is reporting they rebelled because a
supervisor was sexually harassing him/her, or because a supervisor was acting in
a discriminatory manor against him or her. Also, remember that it is legal for
employees to engage in Union forming activity.)
3.) Power: Employees, who are insubordinate because they are seeking power, are
employees who want to control either their supervisor or their employers. These
employees are usually very calculated in their use of insubordination. By
constantly testing the limits of their supervisor through insubordination, the
power-seeking employee gradually starts to build their power against their
supervisor and within the company.
Consider "power" being the cause of the insubordination when you have ruled out
stress and rebellion as causes of the insubordination. The power-seeking employee
is not worth saving and should be taken through your company's progressive
discipline procedures.
(Note: An attorney should always be consulted before you terminate the employment
of any employee.)
The next time you are faced with an insubordinate employee remember what happened
on the HMS Bounty. Is your Mr. Christian under stress, subject to a Captain Bligh
supervisor, or out to take over the ship in order to sail back to Tahiti?
Happy Working,
Gary Vikesland, MA LP CEAP
Employer-Employee.com
Help Me! My Company is on Fire!
Crisis management is a term that all HR managers should be familiar with in order to
cope when the unexpected occurs. Unpredicted critical incidents can (and do) happen
to organizations just like yours. Serious injuries, fires, violent acts, sudden deaths,
robberies, explosions and rapes on company property are just a few of the kinds of
incidents that occur. Far too often, management is unprepared.
Critical incidents can cause a decrease in productivity, an increase in employee
absenteeism, and health insurance claims. However, if handled properly, the possible
detriments to the company can be minimized, management will be appreciated instead of
scorned, and the return to productivity will be accelerated. However, if handled
poorly, your employees, their family members, your customers, the media, and the
community will feel outrage. The end result will be a loss not only in terms of
profits but also in terms of your company's reputation.
Crisis Management International (CMI) has a worldwide network of mental health
professionals and former FBI agents dealing with the "people side" of corporate
crises. CMI works to get your company back on track after the unthinkable occurs.
Click on the link to find out more about CMI
services.
Happy Working,
Gary Vikesland, MA LP CEAP
Employer-Employee.com
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