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Insubordination
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What is Insubordination? • Insubordination is the act of refusing to carry out the orders or directives of a superior. It is a disobedience of the established order. • What constitutes Insubordination at Work? • The most common instance of workplace insubordination is simple: the manager asks to carry out task A. The employee refuses to do so. • This frequently occurs for a variety of reasons, including outright rebellion, absentmindedness, irrational manager expectations, and outright laziness. • Insubordination Example – Elon Musk Twitter Employees • Elon Musk order team to comb through Twitter's internal chat platform and compile a list of insubordinate workers. • According to the New York Times, Elon Musk instructed his Twitter team to compile a list of insubordinate employees. • The group searched for Musk-related criticism tweets and internal chat threads on Twitter. Additionally, the team was told to look through employee tweets for criticism. • The enlisted employees on the list were then sent emails at 1:30 am informing them about their termination from the team. • As per the email, We regret to inform you that your employment is terminated effective immediately. Your recent behavior has violated company policy, reports Insider's, Kali Hays. • A little under twenty employees were let go overnight on Tuesday for criticizing Musk through Slack in their internal chats or on public forums. • One of the more famous dismissals involved Eric Frohnhoefer, Twitter’s software engineer who has been serving for eight years. • The Behaviour of Insubordination • Sabotage Covertly • Instead of protesting outright, a worker chooses not to complete the task at hand and works covertly to undermine the enterprise. • This may ultimately lead to the issue sabotage at work • • Complete Contradiction • Acting in complete opposition direction to what one is told. • Even though this kind of insubordination is frequently the most blatant, if it occurs quietly, many supervisors will overlook it. • Behaviour of Avoiding • An employee acknowledges the request with a Yes, of course but does not carry out the actions that are necessary. • It differs from when a worker is unable to perform the duties due to a lack of resources or skills. • When an employee has the option to accomplish something but opts not to, this occurs. • Interventions for Insubordination • Define limits • The employees will know what is expected of them and friction will lessen if the boundaries and restrictions are made apparent to them right away. • So, do not allow any opportunity for ambiguity or confusion and instead tell the employee what is appropriate. • Establish company guidelines for insubordination • The definition of insubordination, a list of tolerable and undesirable behavior inside the business • And the repercussions of their acts must all be included in the policy. • Keep a professional demeanour • A professional work environment must be established and upheld right from the beginning. • This would support controlling the employees' behavior. • Keep the lines of communication open • Consistent communication would make it easier to spot smaller issues and address them with staff members before they develop into instances of insubordination. • Reliable reasons for dismissal • The reason for a termination owing to insubordination must be determined and disclosed by the employer. • How to respond when Insubordination Occurs? • Continue being professional • Keep your composure and refrain from taking comparable action even if an employee openly disparages you or your company. • One must maintain composure and communicate with the employee calmly. • Correctly address the problem • It is simpler to explain to the employee the reasoning behind the action taken if you make a note of the topics to be covered in advance so that the discussion may go in an orderly manner. • Be impartial and allow them a chance to be heard • Prior to making a choice, it is crucial to take the employee's perspective into account. • Fairness is essential to maintaining a positive work environment. • Record the incident in writing • This is an account of the occurrence based on facts and a strategy for improvement with it. • It is required for termination to have a paper trail. It might need to be signed by the worker or a witness. Sign it yourself as well. • Involve Third Parties • Conditional to the circumstances, one could find it beneficial to involve a third party. • This could be a member of the company's human resources division. • These people, for instance, can act as impartial arbitrators in disputes involving you and another worker. • This video is on Insubordination and it has the following sub-topics. • Timestamps • 0:15 - What is Insubordination? • 0:25 - What constitutes Insubordination at Work? • 0:48 - Insubordination Example – Elon Musk Twitter Employees • 1:54 - The Behaviour of Insubordination • 2:40 - Interventions for Insubordination • 3:44 - How to respond when Insubordination Occurs?
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