Predatory Management

While there are many forms of management, it is often mistakenly assumed to be a position of leadership. A management position usually establishes the handling, direction and/or the control of company resources. These resources include personnel in their given departments, duties, and skills. This may typically be in the form of ‘command and control’ but this is not ways the case. True leadership skills offer opportunity for employees the chance to shine when they are at their best while providing a visionary future.

Unlike the typical management role in the business world, whether private or public, is the sense of power over others and their fates to the point of exploitation, greed, or destroying others for one's own pleasure or gain. Predatory management can come in differing forms which could include bullying, or mobbing when others become involved against another employee. However, predatory management is usually subtle and evasive than the typical bullying scenario. The difference is that it can affect not only one's health, but also one's career, whether short-term or long-term, the affects can be devastating. The Carrot & The Stick

When joining a new company the position seems promising at first. Later after one has been hired or there is a change in upper management resulting in a cultural change or shift does this predatory style become more self-evident. Usually this is initially a gradual change which hardly seems noticeable. However, these changes gain momentum and soon become a toxic environment to those who stand by their integrity rather than play the game to protect their jobs or possible future promotions. The result is an undertow in forming toxic cliques with predatory tendencies with their upper management providing the leadership of this cultural decline.

Upper management, as well as rank-and-file, will tote the company line about possible opportunities and promotions in the hopes of inspiring others to continue this path without question. Initially, this carrot is dangled above the crowd as incentive to work harder. Granted, the opportunities and promotions are given out only to the selected few as proof of the available opportunities; while select “others” often receive the stick. The latter that have “fallen out of favor” with the predators are sometimes given undesired “opportunities.” These “opportunities” are given to those as a form as punishment and as a reminder to others to fall in lockstep. Open Door - Empty Suit

The usual management stance is that they have an ‘open-door' policy. However, the difference is much like the Venus flytrap having the same ‘open-door' policy for any unlucky victim willing to step into the trap. Another ploy used by management with the statement “that it's all about the people.” This inconsistency shows in the “disconnect” from which management has said and what is done. In other words, their actions speak louder than their own words. This and many other popular management sayings are thrown around in a form of ‘business de jour’ and have little or no meaning at all.

When talking to predatory management is often like talking to an empty suit. While you are there discussing your concerns they often talk a good game and act like they are interested. Nevertheless, during the conversation they will explain why they do things their way and how their way is the right way. If you put up a good case for your argument, then they state that they will have to consider your suggestions or concerns. This method is a means to escape the conversation and sometimes defer the conversation onto someone else, which will in turn, defer you again or have you run some meaningless task that will be promptly ignored.

Once the employee walks out the manager's “open door” predatory tactics come into play. When an upper manager mutters the phrase or phrases “Take care of the problem” or “Take care of it. I don't want to hear of this again” regarding the employee and not the employee's concern to a subordinate manager or supervisor does the employee become a problem rather than a person.

People are more willing to follow if leaders are considered trustworthy over a leader who lies, is perceived as lying or telling the employee what they want to hear or while trying to cover-up the truth. The difficulty is that predatory management finds it hard not to lie or cover-up. Besides, the fastest way to lose someone's loyalty is to lie to him or her. Deceit often equals arrogance. The result is that they may get some people to pay attention to them only when they have to or when it suits their needs. The employees become discouraged, disconnected, and detached.

Using Dr. Martin Seligman theory of “Learned Helplessness,” when management prey on employees, the employees in turn, eventually learn to feel helpless in the situation and eventually don't even try. Predatory management is then successful in breaking the employee's spirit. No Problem

The importance of employees within this corporate mechanism is that they are merely warm-blooded cogs whose tasks are to feed the already large ego machine. Problems that arise are to be kept at a minimum at all costs. If there is a growing “difficulty” that arises between two employees it is far easier to separate the two than to resolve the actual issue. Trying to resolve the actual issue would take leadership. And, we cannot have such leadership that involves the concern of the employees over the prime directive!

If there was a dispute between two employees, a “cog” and a “predator” the way to handle such a dispute is to separate the cog from the predator is necessary even if the predator initializes the conflict. To ensure this incident doesn't happen again is to punish the cog and reward the predator while keeping the solution quite among the ranks.

All problems and their situations are handled in this manner because there cannot be any decent among the cogs while protecting the predators. Those who are witness to such events are left wondering what the “cog” did to deserve such severe punishment. The “cog” is made an example in front of others to encourage him /her to quit. This is a means to display their predatory power and control over others. The foxes are guarding the chicken coop and the employees had better learn where they stand along the food chain! The Punishment

The method of preferred punishment is not technically “punishment” according to corporate policy! According to corporate “policy,” punishment is to reduce pay and/or rank. Punishment is used not as a discipline act for any infractions but rather as sport against the intended victim. This is also known as bullying or mobbing which is illegal in many European counties. To add insult to injury punishment is used by management as a means of control as well as making an example of the intended employee/victim. One method is to limit or withhold required information in order to complete the given tasks set by management to be successfully. Management can hold the employee up as an example to others as being inept while in reality the employee was manipulated by a deceitful management ploy.

So long as the intended employee’s base pay and title are untouched, the job description term “As otherwise directed” is widely used. The work-around of “policy” while still providing “punishment” comes is in the forms of; no reimbursement of monetary funds while conducting company business; task assignments that are considered more physical in mature than is normally assigned, often something that would normally be assigned to a day laborer; or reassignment to a lower or the lowest position for your rank, title, experience, or education level for an indefinite time.
While these tactics may work for a while on the intended victim(s), some impressionable employees may view this as standard management practice. These impressionable employees soon interpret that it is all right to “punish” employees into submission and to be made an examples of to others. This perpetuates the distorted management philosophies when the newly predatory employee leaves for greener pastures. The Guard

This predatory stance also feeds on itself in the form of protecting one's position or status. This form of management is shortsighted in not training future leaders or managers for their eventual replacement. Often management promotes those from within those who have the same predatory tactics. This is to say that they promote predatory “yes” men and women that reflect their tactics. By withholding the reins of power is a means of power to itself. This not only applies just to management but positions of influence. Predatory actions are not based just on a title but in position or perceived positioning.

US blogger Michael Wade who runs Execupundit states "The impact of this fear should not be underestimated. Employers overlook misconduct and keep people on the job who are highly destructive to efficiency and morale. This cowardice fosters mistrust among the managers and supervisors who correctly sense that they won't be backed up if they try to manage properly," Wade writes. “A predatory employee can poison a workplace for years.” This can also apply to the employees under this supervisory stance. (Wade, 2008)

Often what happens is the predator employee moves up the ranks into a supervisory role or other positions of influence on the backs of other victims. All the while some selected non-predatory members are ostracized and eventually removed or placed on the outskirts of the organizational system. Here the motto “out of sight – out of mind” comes into play.
In this instance of predatory management, it has become a game of human pawns with real lives at stake. If this becomes the case then the predatory tactics have become delusional godlike to its self. The Rap

Those employees who fall out of favor of the predatory management hierarchy are no means slackers or incapable. The opposite may be true instead. These targeted employees are sometimes very talented, skilled, intelligent, educated, and even progressive or even visionary. These very employees are seen as threats to the predators because of these skills, competency, and talents. Remember the predatory management is not built on skills but on ploys and covering their own incompetency.

To control or to squash any hope of the targeted employee from advancement management lays rumor traps. These traps may only spread among only the management members. Remember the predators are in lockstep and in packs. Sometimes these rumors get leaked outside management if mistakenly overheard by other passing staff members.

At this point there is little the targeted employee can do despite any evidence to the contrary. It has now become where their view has now become the reality. The targeted employee can be successful on the outskirts of the organization but this is only within limits and not to their full capacities.

Researchers in motivation explain there are two basic types of motivation - extrinsic and intrinsic. Extrinsic, or external, motivation uses a tangible reward for success and/or punishment if it they don't. Remove the reward or punishment and you remove the motivation. Once the reward is removed the employee stops trying. As a result, the predatory management style continues the use of punishment or the punishment treatment in order to control their staff or to use the employee as an example to others.

People with intrinsic motivations are soon ignored, discouraged, or removed by the management. It is important to remember in this environment that all ideas must come from management even if it was an employee’s idea initially! In this manner, it gives the perception that management is all-powerful, all knowing gods.
Regardless of how ‘religious' some of these predators say they are, their actions speak loudest! They may pray on their knees on a Sunday but they prey on their employees the rest of the week! The Shuffle

Movement within the predatory organization consists of a definite pattern of favorites (predatory clique member) and targets. The favorites upward mobility are easily recognized as is the disabling the targets. The favorites are colleague predators (or predators in training) that are promoted and advanced despite the lack of qualifications, education, skills, or certifications. If a desired position is opened the favorite doesn't qualify for then the position is thus pulled and the position closed so the favorite is still placed in the position even if it is without the title.

The favorite will always get the desired position over someone more qualified because the process is stacked in their favor! In addition, if the favorite does not have the required knowledge or skills for the position then that still doesn’t present a problem! The organization is willing send this person to school to learn how to perform their job – all expenses paid!

The flip side of this coin is the targeted person or persons are consistently overlooked despite the person's experience, education, skills and/or certifications! While the targeted person may not have done anything wrong doesn't matter to the predatory management or staff. Any advancement is simply rejected or there is a façade of fairness but the pattern of deceit still holds true.

It wouldn't matter how educated, skilled or otherwise the targeted individual is, it is a blatant display of power abuse by those who have power against those who don't. As an example, an individual within the predatory clique possessing a lower educational level will trump a person with a graduate degree every time. The deck is stacked against him/her.

The shuffle is that predatory management will place who that want where regardless. If an individual is targeted then they are placed in the discard pile. What management misses out are these individuals of talented people that are discarded. Nevertheless, management doesn't see it in this manner. Power is main objective and if success happens along the way the better. They don't view it as a waste of valuable resources that could mean success. It is a game that management plays with the deck stacked against others and the house (management) always wins!

To compensate for the untalented crew of predators is the hiring and placement of contractors to take up the slack. It is these ‘at-will' contractors that can make the successes possible. As soon as the successes falter that these contractors are let go and rapidly replaced with new contractors standing in line to take their place. Considering that contractors are only considered temporary even if some have been there for several years, they are not considered people in the eyes of management.

Unfortunately sometimes this viewpoint is sometimes extended to actual employees and staff members but even more so regarding the targeted prey. Chess Moves

The whole organization or department has moved into the political realm that appears like a chess game. It is usually the pawns that are sacrificed for the good of the predators. While the predators specially want the targeted employee to leave, this is not good enough for them. Much like a cat playing with a mouse, this can go on until the employee succumbs, gives up and/or quits.

When an attempt is finally made to escape this torment, the employee may find that because of his/her lack of progress has now become a liability. Some other companies are unwilling to take on the perceived burden thus making the escape harder to achieve. This becomes disheartening to the employee which is trying to escape this trap.

Management and Supervisory staffs are likely to announce that if anyone who is dissatisfied is more than welcomed to leave the organization at any time, while pointing towards the door. While this may be true and a blatant display of power, this stance is more noticeable during an economic downturn. With management knowing this, they most likely know that such an offer will be refused by the employees … At least until there is another, and better job offer in the bag! The Legacy

While these games are being played in the predatory environment, others are observing this devastating practice – watching, listening … and learning. As an example, during a Graduate class, the professor posed a “hypothetical” question to the class about what a leader should do in a case where an “employee” is underperforming. The predatory employee from an organization stated in class that the “hypothetical” employee's performance should be “punished as well as made an example in front of the other employees. In addition, if the performance hadn't improved then this employee should be made to suffer and humiliated until the employee is forced to quit.” This is a result of a learned behavior that easily presents itself in the predatory environment.

Later during the same Graduate class, the professor presented a question to the class about the leadership in their organizations and not to name names. This same student brazenly told the class of over 20 fellow students his thoughts about the Chief Executive of his organization, naming the organization, department and as well as the executive's name. The reaction by his fellow classmates was that of shock as he continued to degrade the executive in front of the entire class! What is more frightening is this student was in a graduate management program! Legacy from a predatory management environment breeds backbiting and infighting while leading to the eventual down-spiral of the whole organization. Moving forward

Politics sometimes plays a big role in decision making. When hostilities become predatory, everyone is out to protect themselves, their position, and power regardless of the cost to the corporation. When the return on investment (ROI) is taken into view, the high turnover rate, wasted talent, and other human resources, becomes a costly and needless expense. When employees are viewed as a liability to the organization rather that a valued asset then there a problem with the organization. Employees become a liability when they leave the organization with the training, knowledge and experience behind them. The organization may then have to find a replacement to train and instill the knowledge the former employee had which take months before the new employee can could come up to speed. When predatory politics come into play it is best to play in a defensive mode.

In defense, keep good written records in the case for unfair treatment -- or maybe even convince your boss that he/she is mistaken in their recollection. By quoting your manager about what was said you can confront him/her about the given information. Do not be confrontational but rather gently question on your receiving the information correctly. You can always end the sentence with “Is that right?” As an example you could state “I want to confirm that you told me to do XYZ with ABC. Is that right?” This actively provides the manager the opportunity to clarify the information. This may be risky business if continued but can be considered a form of protection if you need to take up the matter with Human Resources or other higher authority.

Still this protective manner may not be enough to protect your assets. There may be other motives in play set by the predatory management that you may not be made aware. Again, to them it is just a game with your livelihood at risk. That doesn't mean that you have to stoop down to their level, but it also doesn't mean it would make it any easier if you did. Once the predator mentality has taken effect, there may be no way out of their targeted sights.

Sometimes the only way to deal with the injustice is finding another job. Often this is easier said than done. According to David Lieberman, Ph.D., when people have little invested emotionally, financially, or otherwise are most likely to jump ship. It may sometimes be better to cut your losses and find greener pastures rather than having someone else possibly holding you back and/or ruining your career in the long run.

It would be advisable to assess your skills and their application to the outside world. There are times where just having the knowledge or education is not enough to satisfy in securing another position. This is the point where one has to keep their motivation up with the added support from close friends and family until the situation is resolved.

Using Maslow's Hierarchy of Needs, if you are not moving towards a meaningful objective then you are not being fulfilled as a person. Maslow believes that the only reason that people do not move in the direction of self- actualization is due to hindrances placed in their way. To paraphrase Socrates and Maslow, when you stop learning you stop progressing. When you stop progressing then you are not moving forward to become the fulfilled person you were meant to be. (Simons, 1987)

Lastly, be aware if any company, organization, or department that appears to have a rotating door policy. A rotating door policy is not a good sign of stability and should be avoided at all costs. It is important that while interviewing for a new position to consider the interview process as a two-way street. If possible, briefly interview others to which you will be working with before accepting the position if offered. This may provide shed some insight about the interworking of the company, organization or department you may be joining.

References Simons, Janet, Irwin, Donald B., & Drinnien, Beverly A. (1987). Psychology - The Search for Understanding, Maslow’s Hierarchy of Needs, Retrieved February 14, 2008 from http://honolulu.hawaii.edu/intranet/committees/FacDevCom/guidebk/teachtip/maslow.htm Wade, Michael (2008). Predatory Employees. Retrieved February 12, 2008 from http://www.execupundit.com/2008/01/predatory-employees.html