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Best Practices

The President is a Great Example to Learn From.

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It’s funny, the White House is a seminal portrayal of how any business should technically be run, and the President is the foremost manager; the business strategies, however, are anything but viable.

With the highest attrition ever seen in the White House following some questionable practices and reactions of its inner sanctum of employees, and general commentary made publically, it’s curious to see how the public perception being faced is handled. Any CEO who would be facing or faced with circumstances of sexual harassment would make the hard decisions of stepping down or dismissals, especially in the wake of the #MeToo movement, not doing so is blatant disrespect and business suicide.

Currently, having started December 22nd, the White House Shutdown has been in effect for 31 days. Imagine, any business owner out there, shutting down their business (partially or otherwise) for the better part of a month. How much money would they lose? How would that look to competitors or even their customers? It’s safe to say that most businesses would work to rectify things and come to an amicable solution in order to reopen their doors and get business back on track again.

The basic tenets of good management seem to be missing from the current government institution; the issues being brought to light publicly are of no surprise judging by the Eight Organizational Best Practices to Prevent and Manage Sexual Harassment. While the document focuses on sexual harassment, it clearly outlines methods to avoid creating overall toxic workplaces. If the White House were, in fact, a business, run by the supposed best businessman in the united states, it would be filing for bankruptcy protection.

Simply looking at the first of the eight tenets here is enough to bring questions to the mind of how things are being directed:

  1. Inoculate against sexual harassment through positive corporate culture.

Inoculate your workplace against harassment by fostering open communication and respect at all levels of the organization. Research shows that high-risk working conditions for harassment include environments characterized by:

  • interpersonal conflicts or incompatible relationships
  • frequent labour-management disputes
  • the perception of mistreatment among individuals
  • abusive supervisory leadership behaviours

Witness response, whether through action or inaction, is a good indicator of the organization’s tolerance for harassment.

Ensure there is a public commitment from senior leaders to prevent harassment and that management creates an environment where employees feel safe to speak out.

Trump damaging Employee Relations

 

As can be seen, by the gestures and quelling of anyone speaking their minds or bringing up issues with Federal Policies, the current occupants of 1600 Pennsylvania Ave. display a lack of effort towards Employee Engagement and promoting open communication and respect toward elected officials, the media, and indeed even to their own team –Bigly.

Moreover, if you look at what the research constitutes a high-risk working condition for harassment, the White House has been reflecting every single one of these issues.

  • Interpersonal conflicts or incompatible relationships
    • Conflictual relationships that make up both of these elements are found in every toxic workplace. Take a look at people who are openly insulted: using passive-aggressive attacks publically, i.e. “fat” jokes and being passed over for cabinet appointments, constitutes being in a harassing environment. The unnecessary mistreatment of a White House spokesman, who was so disparaged by his treatment, had resigned suddenly
    • Should any manager have issues with their employees, public humiliation and bullying, again only creates workplaces that are on their way to a quick drop and a sudden stop
  • Frequent Labour-management disputes
      • Besides the fact that there is an open cracking down on Unions with Executive Orders; internal disputes with cabinet members and heads of government organizations over completely separate issues not related to the government, are brought into the open public eye for everyone to see. What would happen to the current head of Sony, or Microsoft if they were to do the same thing to their high ranking employees?
        • This tweet illustrates the point: 

  • The perception of mistreatment among individuals
      • Or the questionable Access Hollywood tape of discussing how a woman had been grabbed very inappropriately. These repeated actions don’t show any sort of divergence in their occurrences, so it’s only safe to assume that they have continued forthwith
      • This one shouldn’t require much of an explanation. Forcing oneself on a member of the opposite gender without their authority, and effectively engaging in very personal acts that should be reserved for other situations or people involved. I.e. kissing on the mouth
      • Skirting the line of appropriateness or simply overstepping it by personally inspecting beauty pageant contestants, and again accusations of having grabbed a woman’s chest and the attempted molestation of moving a hand up her skirt on a flight
  • Abusive supervisory leadership behaviours
    • Calling out managers publically, even on social media is just bad managerial skills. Imagine if your employers, the head of the company would openly publicize a mistake you made over Social Media for all your friends, family and millions of others to see. These kinds of actions kill workplace cohesion and you not only lose the respect of peers but all those who work within your environment. A great example of this is when the Attorney General was harangued for recusing himself from the Russian Investigation. This openly shows bad management and is also indicative of bullying, which further damages employee relations:
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      and last but certainly not the least of which: “So why aren’t the Committees and investigators, and of course our beleaguered A.G., looking into Crooked Hillary’s crimes & Russia relations?”

Most companies that follow best practices would have let this employee go a long time ago. The depth in which these behaviours are not only creating an unsafe work environment for peers and subordinates extend much farther than one simple form of harassment but outright create toxic work environments. The only piece of advice we could offer people is if you want to be a successful business owner and entrepreneur, or even manager, do the exact opposite of alienating your staff, treating them inappropriately, or acting like a megalomaniac.