#BTColumn – Disrespect and disregard in the workplace

Disclaimer: The views and opinions expressed by this author are their own and do not represent the official position of the Barbados Today Inc.

by Dennis De Peiza 

Disrespect and disregard are two common words that can be applied to the relationship which exists within the work environment. The downside of the application of the practice of disrespect and disregard is a breakdown in the relationship which starts from the top and goes to the bottom in the enterprise or organisation.

At the national level, it is suggested that there is a similar level of treatment which is exhibited amongst the stakeholders. This goes against the grain of the promotion of good governance, management practices and the development of good employer – employee relations.

Disrespect is defined as a breach of social norms. Social norms are considered as shared expectations of acceptable behaviour by groups.

These can take the form of informal understandings that govern the behaviour of members of a society, which are often reflected in rules and laws.

The fact that in the workplace and at the national level where the tripartite model is embraced as part of the institutional governance arrangement, nothing less than respect for each individual partner is expected.

Any deviation from what are the accepted norms, understandings and practices, represents a blatant disrespect and disregard for the understandings of the relationship of the associated parties.

Very often there are mouthings which speak to doing the right thing, being responsible and acting in good faith. These are words that are often not translated into action.

Those who are impacted by such contrary behaviours, have every right to complain. The lack of a positive response in addressing the concerns raised, would suggest that the cries have been disregarded. It is at this point that a reasonable assumption can be made, that the objection of the complainant has been disregarded.

In looking at the difference between disrespect and disregard, disrespect is about a lack of courteous behaviour. Disregard on the other hand is defined as a state of deliberately not paying attention or caring about something.

Where the concern of an action has been repeatedly brought to the attention of the authorities and has not been acknowledged or actioned, it is reasonable to conclude that discourtesy has been shown and the concern has been ignored.

Moreover, there is the distinct possibility that blame for the failure of a response or action would be attributed to a system breakdown or inefficiencies within the bureaucratic structure.

It is very unlikely and more so a rarity, that the leadership of any enterprise or organisation would accept responsibility for the failure to act, even when the matter falls as part of their responsibility.

Rather than take responsibility, comfort is found in passing the buck to a higher authority. What is disturbing about this, is that in moving to a higher level, the individual to whom the matter is passed, relies on being advised by the individual that is initially entrusted with the responsibility
to act.

Where an individual is found in this position, it can only suggest that the office holder is either irresponsible, weak, lacks sense of purpose, or is unable to use his or her initiative.   

The matters of disrespect and disregard are not to be taken lightly. These constitute what is determined as gross ndifference. These are phenomena which are known to be showcased in the treatment and observance of systems, processes, procedures, practices and protocols, workers’ rights, human rights, constitutional rights and the violation of natural justice.

The disregard and disrespect for societal values, law and order and even human life, is becoming more and more apparent a part of our workplaces, societal institutions and organisations.

Outside of the work environment, it would would seem that the church and political administrations have not been spared of these inequities.

In taking a look at the level of the workplace, it is evident that the problem of disrespect looms high amongst employees. This stems from one employee undermining the other. Coupled with this is uncivilised behaviour.

There is also the problem of employees disregarding instructions from their management personnel, questioning instructions given and disregarding the rules of the workplace. These are acts of indifference which are not acceptable and should not be encouraged.

However, this has to be balanced against any hostile acts and acts of indifference perpetrated by the employer, which may invoke a legitimate response from employees.

Disrespect will remain as a challenge to be overcome in the workplace, as it is likely that acts of malicious gossip, bullying, threats of intimidation and undermining will constantly occur.

There is also the distinct possibility that the value and contributions of individual employees will be ignored and not recognised. These are unlikely to motivate an employee, but every employee is encouraged to be a good role model.

Dennis De Peiza is a Labour & Employee Relations Consultantat Regional Management Services Inc. website: www.regionalmanagement services.com