Why do some HRs refuse to investigate, let alone discipline, certain corporate bullies?

Question

Accepted Answer

Some HR Departments Decline to Investigate or Discipline Corporate Bullies Due to Directives from Senior Management

Some human resources departments are reluctant to investigate or take disciplinary action against certain corporate bullies because senior management has instructed them to refrain from doing so. This directive often stems from the fact that the individuals engaging in bullying behaviour are generating significant revenue for the company, and consequently, for the executives who oversee them. This situation highlights a conflict between ethical workplace conduct and the pursuit of profit, where financial gains can override concerns about employee well-being.
Management Directives to Stand Down

Instances have been observed where senior management explicitly instructs HR personnel to halt investigations or disciplinary proceedings against specific employees identified as bullies. This intervention is not arbitrary; it is directly linked to the financial contributions made by these individuals. The underlying rationale is that the revenue generated by these employees is deemed more valuable than addressing the negative impact of their behaviour on other staff members.
Profitability as a Primary Driver

The persistence of corporate bullying is often rooted in its perceived profitability. When bullying tactics lead to increased productivity or the achievement of key performance indicators (KPIs) for certain individuals, management may view this behaviour as instrumental to the company's financial success. This "cold capitalism" perspective prioritizes results, even if they are obtained through intimidation, shouting, or threats, as these actions are seen as effective in driving performance.
Financial Incentives for Executives

The decision for management to tell HR to "stand down" is directly influenced by the substantial profits that certain bullies bring to the company. Executives may feel pressured to protect or overlook the misconduct of high-performing employees who are critical to their own financial success or departmental targets. This creates a scenario where the financial interests of senior leadership can supersede the implementation of fair disciplinary processes.

Reading history

Hide →

This history is cleared when the page is closed.

Why do some HRs refuse to investigate, let alone discipline, certain corporate bullies?

Loading

Was this article helpful?

Helpful

Not helpful

Report an issue

1

0

0

Share with friends