“Power harassment,” or the abuse of authority, is a hidden danger that can silently damage a workplace. It may start small but can quickly spread, impacting the entire organization. The impact can be severe, leading to stress, loss of motivation, mental health issues, and a disrupted corporate culture. In extreme cases, it can even affect physical health or lead to depression, sometimes resulting in suicide. That’s why it’s crucial for leaders, managers, and HR staff to recognize this challenging issue and take proactive steps to handle and prevent it.
What is Power Harassment?
Power harassment occurs when someone in a position of authority misuses their power. It doesn’t always look like obvious bullying; sometimes, it’s subtle. Here are a few examples:
・Unfair Criticism: criticizing someone with the intention of hurting them rather than offering constructive feedback for improvement.
・Humiliation: making disrespectful remarks, especially in front of others, to cause embarrassment and make them lose dignity.
・Excessive Demands: assigning tasks that are impossible to complete within the given timeframe or beyond the employee’s capacity.
・Exclusion: Leaving someone out of meetings, communication, or team activities.
・Over-intervention: monitoring someone’s work too closely, making them feel trapped and losing independence.
・Physical Harassment: using threats, force, or any kind of physical violence.
Up until now, many readers may start to realize that the core element of “power harassment” is the “power” itself. According to the examples above, we can see how power can take many forms in different situations. Therefore, let’s explore the types of power commonly found in organizations in order to better understand these dynamics and their potential impacts.
Understanding Power in Organizations
Power in a workplace usually comes in two forms:
1.Formal Power: power in the form of corporate rules and organizational structure.
(E.g. Legitimate Power, Delegation of Authority, Information Power, etc.)
2.Informal or Personal Power: power in the form of personal traits and abilities.
(E.g., Expert Power, Referent Power, Charismatic Power, etc.)
While power can be beneficial when used appropriately in work situations, problems can arise when it is overused or misused. Even well-intentioned individuals can sometimes cross the line unintentionally, resulting in “Power Harassment,” –or it may become normalized in some organizations without being noticed. Here are some warning signs to watch out for:
・Micromanagement: constantly checking others’ work, showing a lack of trust, and making employees uncomfortable.
・Favoritism: treating some people better than others or unequally, causing resentment (even if unintentional), it can still hurt.
・Meaningless Comments: making casual remarks that may come across as insulting, even if not meant that way.
These actions are not always wrong, but we need to carefully consider before using them. Self-awareness is key. By reflecting on our own behaviors and considering their broader impact, we can reduce the risk of causing power harassment at an individual level.
How to Prevent Power Harassment
Here’s how organizations can work toward preventing power harassment:
1.Create Clear Policies:
Organizations should develop and enforce a comprehensive anti-harassment policy that clearly defines what constitutes authoritarian harassment, provides guidelines and procedures for reporting and complaining about potential issues, and designates an authorized person to handle reported issues impartially. Moreover, the company needs to communicate the policy consistently.
2.Build a Positive Culture:
Create communication opportunities and channels, especially bottom-up communication and channels that are not tied to structural walls, both in terms of job grades and internal departments such as divisions, departments, and teams. This helps each member of the organization communicate with psychological safety through anonymous feedback, open team meetings, or regular one-on-one conversations.
3.Provide Training:
Train all organization members on recognizing, preventing, and managing power harassment, which may include the organization’s anti-harassment policy to create a deeper understanding.
4.Lead by Example:
The behavior of management or an authorized person who deals with power harassment decisively and promptly will become a deciding factor that helps people in the organization believe in the approach and follow it, creating sustainability in managing those power threats.
Final Thoughts
Whether intentional or unintentional, the “Power Harassment” is something we all must be seriously aware of, as it can have negative effects for both individuals and the organization, such as psychological harm, decreased morale, and higher turnover rates. By establishing clear policies, promoting open communication, and raising awareness, you can create a work culture where everyone feels respected and valued.
As the author, I believe that true leadership isn’t about just using power to pressure others to achieve organizational goals, but rather about supporting everyone grow and succeed together with pride.
