How to start changing an unhealthy work environment | Glenn D. Rolfsen | TEDxOslo

I can't think of any information that isn't useful in one way or anouther

This was a long way to say "back biting is bad." That's it. What are you supposed to do when there are things that actually should be addressed?

The behavior you're describing—where individuals hijack the narrative in office meetings, claim credit for work they didn't do, and engage in unethical practices like plagiarizing and taking ownership of projects that don't belong to them—reveals significant issues with workplace culture and leadership. Such actions go beyond disrespect; they are deeply rooted in dishonesty and manipulation, and they have profound consequences on staff morale, team cohesion, and the integrity of the work being done.

1. Hijacking the Narrative: When individuals take credit for the work of others during meetings or e-meetings, they are undermining the collaborative nature of the workplace. Not only does this steal the recognition due to the real contributors, but it also breeds resentment among team members. In environments where credit is routinely misappropriated, individuals are less likely to be motivated or feel valued, which can lead to decreased productivity and dissatisfaction.

2. Plagiarism and False Representation: The act of reporting on work that someone else did, claiming it as one's own, and authoring papers that they didn't contribute to is a form of academic dishonesty and intellectual theft. This is especially serious when it involves academic or professional conferences, where the credibility of the research being presented can be compromised. It’s not just an ethical issue, but it can also have legal implications, as it involves misrepresentation and potentially falsifying data or results.

3. Creation of a Segregated Workspace: The division between those who do the actual work and those who take credit for it is a form of exploitation and institutionalized inequality. When leadership fosters such an environment—intentionally or through negligence—it contributes to the emergence of a toxic workplace culture. Workers who are putting in the effort are reduced to "donkeys" who are doing the "slaving," while those in positions of power or favor are treated as the "upper class" who reap the rewards without contributing. This not only leads to feelings of alienation but can also result in high employee turnover, lack of engagement, and a toxic atmosphere that stifles innovation.

4. Dehumanization and Slavery Dynamics: When certain employees are expected to do the bulk of the work while others take credit for it, it creates a system of dehumanization, where workers are not seen for their contributions but rather as tools for the benefit of a select few. This kind of exploitation can be emotionally and mentally draining for employees, leading to burnout, disengagement, and even mental health issues. A work environment that operates like this resembles a form of modern-day "slavery," where individuals are stripped of their dignity and recognition.

5. The Role of Leadership: If leadership enables or turns a blind eye to such practices, it’s a clear indication of failed management and a lack of accountability. Leadership should be fostering a culture of respect, transparency, and recognition of hard work. When leaders allow these behaviors to go unchecked, they are contributing to the perpetuation of systemic abuse and inequality in the workplace. It's essential for leaders to promote fairness, implement checks and balances, and ensure that credit is given where it's due.

Addressing these issues requires a cultural shift within the organization, emphasizing respect for all employees, integrity, and accountability. Organizations need clear policies on crediting work, academic and professional integrity, and the prevention of workplace bullying. The creation of an inclusive, egalitarian, and respectful workspace is essential for the long-term success of the team and the overall well-being of employees. Without such changes, the cycle of exploitation and toxicity will continue to harm individuals and the organization as a whole.

The people who don't do it won't. Problem people will do it anyway, no matter what. They live for it, because they feel it gives them power. For them to stop would be like agreeing to powelessness. 😮

my current job is terrible especially the so called managers telling others about other employees in front of employees

It is very common for companies to fault the 10% of managers for the culture the company instead of the 80% employees that are not holding themselves responsible for their personal motivation. Managers are held responsible for motivating the team to meet standards that they hold no responsibility at setting. They are stuck between the decision makers and the workers and hardly know how to satisfy both.

I was pleasantly surprised to see this shown in a meeting at work and that management cared enough to do so. I certainly hope it makes for positive changes. A toxic workplace seems to be the norm rather than the exception nowadays.

I have both witnessed and been the object of this at work. It is staggering how little HR gets involved, not because they aren't willing but because no one is willing to speak out. But as I told my supervisor I am the "antidote" to mean girls. I feel like simply being yourself and keep doing you and be your best self, it truly makes them look ridiculous and others will see and (hopefully) frown upon their behavior

Imagine that every place I’ve ever worked at, I ended up leaving because of the people, not the job itself. It always feels like you’re going to war, not going to work.

Very interesting 🤔

Who else is here due to a school assignment

As music skills needed for this position at native American land Rez takeovers in Dawson Creek BC in Calgary's choice near by. John.

Common as dirt. Sad but true.
“…..betrayers…..slanderers……fierce….puffed up with pride….”
2Timothy 3: 1-5 describes behaviors of our time.
The great news is that those who treat others this way and refuse to change will be permanently removed from the earth. Then good people can finally enjoy life in peace. It has been promised.
Psalm 37: 10, 11
Proverbs 2: 21,22

By Leaving ? Do you really think an employee can change that ?delusional

For any workplace, it's a situation. There's faults everywhere. A story retail, there was an employer that hatched out 6 kids and to half of the extent sadly she didn't think through about what would be the best job while having kids but in a tragedy retail was the way with no choice in a situation alongside management organizational issues. So faults on employer vs employer. High schoolers with no maturity level/quits 3 weeks later in a situation well to some extent I don't blame in minor ways because going to school as a student is a full time job with no pay sadly but at the same token high schoolers should not have put their resume in the first place but in a tragedy high schoolers have to make enough money for college or just to make enough to move out of parents house which is not fair within a situation and also retirement age tremendously tremendously for millions of years same goes for a gigantic headquarter all for nothing like Nashvile, Atlantic, New York and millions more

this is a great training we all need to apply in our individual life to get our work places rid of corrosive backbiting in our work places and even with our neighbors'

Call me a pessimist but you cant control someone with dark character traits. You can try to encourage them but changing them will be incredibly difficult and exhausting