Why managerial positions often take the credit

 

People in managerial positions often take credit for the accomplishments of their employees. This is an unethical activity, and in our case, the manager violated the professional ethics of fairness or equal treatment (Robbins & Judge, 2018). Every employee should be given an equal chance to express their ability to perform in an organization and be treated equally. Each employee should stand an equal chance of being promoted or demoted according to their actions. When a manager takes credit for an employee’s work, they deny that employee the equal opportunity of promotion, reimbursement or other benefits that would have otherwise arisen. The employee feels unappreciated and powerless when their work goes unrecognized. This will compromise their self-worth and identity.

 

According to Mehta & Maheshwari (2013), dealing wisely with the issue is essential to ensure that you do not cause harm to yourself or those around you. If my action is likely to cause damage, I can decide on sharing the credit with the manager, making it clear that the extra reviews were completed due to combining efforts with my manager. However, if the manager remains adamant and this behavior continues, I could resign from my job, stating to the Human Resource Manager the reasons for resignation.

References

Mehta, S., & Maheshwari, G. C. (2013). Consequence of Toxic leadership on Employee Job Satisfaction and Organizational Commitment. Journal of Contemporary Management Research, 8(2).

Robbins P.S. & Judge A.T. (2018). Essentials Of Organizational Behavior (14th edition).

 

 

Sample Solution

processing model also referred to as the Dual Process Model of Coping with Bereavement by Stroebe and Schut (Death Studies, 1999), is a natural process that helps us to find a balance between facing the reality of the loss (loss-orientation) and learning to re-engage with life after the loss (restoration-orientation). It is in finding the balance may explain why grief is often described as an emotional roller coaster. Many people experience a back and forth between both loss-orientation and restoration-orientation responses, for example moving between classic grief reactions, crying, anger, depression etc. and learning how to manage finances, form new relationships and taking on roles that the dead person may have done, for example looking after the children. It is in the restoration-orientation phase that grieving people may focus on day-to-day tasks and get temporary relief from the emotional drain of the loss. It is possible to get a sense of the dual processing model when working with C as she is angry and depressed but has days where she is able to focus on the new baby’s imminent arrival. With further work once the baby has arrived, as so not to put any unnecessary stress or upset upon C before the baby is born, it may be possible to encourage her to explore her own dual process of grief, alongside learning how to care for her baby with the support of the staff at the mother and baby unit. N has experienced a normal dual process of grieving as she has days where she is feeling low especially when it comes to significant events such as birthdays, anniversaries and holidays, but has expressed that she is more positive towards Christmas this year as she has her daughter and the new baby living at home with her, therefore she is able to focus on them rather than her losses. It is my intention to work alongside N to encourage her to explore her own dual process. Therese Rando (1993) developed the six R’s of grieving and according to Rando, in order to achieve the six R’s, a person must Recognise the loss by acknowledging and understanding the death, React to the separation by experiencing the pain, give some form of expression to the psychological reaction of the loss and identify the secondary losses, Recollect the relationship with the loved one by remembering them realistically and re-experience the feelings they had for them, Relinquish the old attachments to the deceased, Re-adjust and adapt to their new world without forgetting their old one by developing a new relationship with the deceased, adopt new ways of being in the world without their loved one and form a new identity and finally Re-invest. Rando stated that complicated mourning is present whenever there is some compromise, distortion, or failure of one or more of the six “R” processes of mourning. It is clear from working with C that her grief is complicated and so some sort of compromise in one or more of the six R’s is probable

This question has been answered.

Get Answer
WeCreativez WhatsApp Support
Our customer support team is here to answer your questions. Ask us anything!
👋 Hi, Welcome to Compliant Papers.