Attitudes that can foster WPV – Part 2

by todaystrainingblog

• Supervisors playing favorites
This may sound like a contradiction to the above lecture. But it’s not. There are times, when a manager will get too ‘chummy’ with an employee and it becomes very clear. Some will call this employee a ‘brown noser’ and not be joking. And the reasoning is simple.
The employee is simply playing the manager for a fool, trying to get whatever they can for as long as they can. They have no real interest in the supervisor’s friendship; they just want the perqs that come with being ‘chummy’ with them.
It may also be that the manager and employee are involved in a romantic relationship, which is dangerous enough in the workplace. In this case, who do you trust more an employee who has been with the company for a while or the person you’re dating? Unfortunately, most people can’t separate work and private lives when dating. And that can be very dangerous for the business.
Even if the romantic relationship is making believe and made up. I’ve seen several instances of both men and women making up relationships in their minds between themselves and their managers or subordinates. And if this fantasy gets out of control, then it can become deadly for several people inside the workplace.


At this point you may be scratching your head wondering what CHH is. CHH stands for the reason that many businesses get hit with a deadly incident. I have heard so many news stories where victims and other people have stated this phrase emphatically. I didn’t think it could happen here.
The Can’t Happen Here attitude is one of the most dangerous things that a business and its managers can have. If they firmly believe that WPV can’t happen in their business, it’s apparent to me, that they aren’t prepared for it when it does occur,
These businesses and managers are putting their heads in the sand and not seeing reality in the real world. They live in a fantasy where everyone treats everyone else with respect and dignity and no one ever gets mad at someone else. With this attitude it’s only a matter of time until something does happen.
These businesses put tons of lip service into the fact that they are doing things to prevent WPV. They pay a consultant several thousand dollars to write a plan and then they accept it, file it away, and poo poo it as never being needed. And when it is needed it is so far out of date as to be useless.

This attitude is just as irritating, to me and millions of others, as CHH. It stands for ‘Not Invented Here’. It is fortunate that in this competitive economy, that this is less of an issue than it was even 5 years ago. Basically, it means that a company refuses to accept any ideas, recommendations, or suggestions from their own staff. It has to be tried and true in another company before they will adopt it. And many times, they adopt it without making any changes and it flops miserably, which should not be a big surprise.
If you take an idea from manufacturing and try to translate it successfully into an office environment, you have to make changes to make it compatible! That seems only logical to most people. But some companies refuse to do this. Which is why it fails and NIH comes into play.
Some businesses are still stuck in the 19th century when it comes to their employees. They don’t believe that their employees, or even their managers sometimes, can have any ideas that are worth even investigating. I know that sounds absurd, but it is true. One example I can cite is the security industry. 99% of the time, if an hourly officer has a good idea; it is ignored by their supervisor or manager. Why, you may ask? Simple. ‘They’re only a guard what the hell do they know!’ It doesn’t matter how good the idea may be.
This actually happened to me more than 25 years ago. . I was working for Wells Fargo Guard Services (long absorbed Securitas). I was writing articles and was invited to help edit a training manual for a general security audience. When trying to get permission from the district manager, I was told succinctly ‘you’re only a guard and don’t even have a degree. What the hell do you know!’ After a little argument, I got permission to use the company name next to mine, which added credibility to the manual.

Look for the remaining posts in this series. I know it’s long and involved, but I’m sure you’d like to read these attitudes so you don’t have any kind of carnage within your company.

Robert D. Sollars is a recognized expert on workplace violence prevention and other security issues. With numerous interviews, blogs, articles, and 2 books he has proven himself in the security arena for more than 31 years, and 23 studying workplace violence issues.
His latest book ‘one is too Many: Recognizing & Preventing Workplace violence is available for numerous e-book formats. It helps all organizations to reduce their risk and limit their liability of an incident. And it does this by breaking the rules in several ways, as well as following conventional wisdom in others.
He utilizes his years of field knowledge to give real life examples of incidents pulled from both his own experiences and the news headlines. Contact him at 480-251-5197 or Visit his Facebook page, Here you will see and read about other items related to WPV/SV as well as incidents you may not have heard or thought about.