I have also been reading about the abuse of power and control in organizations. Have been given an insightful breakdown - the Power and Control Wheel of Tocker and Johnson.
Think you will enjoy the framework. Apologies for the hierarchical way I have introduced this below, forget about the structure, cannot recapture the sense of a wheel in html – concentrate on the ideas instead.
Think about “the institution”, take a moment to reflect upon the organization you work in - Now get your highlighter out.
Do you recognize any of the following?
- Using Position Privilege – treating people as goffors/ inappropriate power plays/ not consulting, not sharing information/ presenting others ideas as their own/ acting like they’re in charge
- Using other employees - using others to relay messages/ belittling people to others/ talking behind people’s backs
- Using isolation - Controlling who they see and talk to/ omitting people from the information chain/ physically isolating people/ creating favourites/ creating in or out groups/ stopping access to senior management/ divide and rule.
- Coercion and threats - making and/or carrying out threats e.g litigation/ threatening legal action, to resign, tell management, terminate employment.
- Using economic abuse - Pay inequality/ not giving money for training, resources/ repeatedly having to ask for a raise or not paying allowances, denying overtime/ not letting others know about or have access to appropriate financial information/ paying wages late.
- Using intimidation - Making others afraid by looks, actions and gestures/ controlling through bad moods/ over zealous supervision/ standing over.
- Minimising Denying and Blaming - Not taking others concerns about power, control and/or harrassment seriously/ saying the incidents didn't happen/ shifting responsibility, blaming others/ trivialising incidents.
- Emotional abuse - Not acknowledging the feelings and concerns of others/ putting others down/ making others feel bad about themselves/ calling others names/ making them think they’re crazy/ playing mind games/ humiliating them/ making them feel guilty.
And the typical target I hear you ask – well the typical target is
- Competent/ high performer
- Cooperative/ partnership oriented/ team player
- Strong sense of integrity and fair play
- Prefer dialogue to anger to resolve conflicts
- Often are seen as a “tall poppy”
- Quick to apologise/ feel guilty
- Has an exploitable vulnerability
What do you think?
If you are aiming for Achievement, Merit or Excellence in "Understanding The Abuse of Power and Control in Organizations” this has got to be helpful