Office Politics Scenario

I am responding to the request for feedback on the manager who passed on another's work as his own. It's not clear whether the manager is the manager of the employee whose work he took credit for, or not. If he is, this complicates matters. Nonetheless, the issue is best framed in the context of core competencies and the good of the organization, with three stakeholders:

• the organization
• the manager
• the employee

If the affected employee responds only with the view he has been done wrong it shows a lack of appreciation for the bigger picture -- the same problem the manager has.

Here's what I'd do, from the perspective of the affected employee: First, check the facts with the manager. Assuming the facts are as presented I would let the manager know why his actions did not meet appropriate conduct in the workplace, drawing on any available references to competencies, values or culture. I'd also explain the impact it had on our working relationship, again drawing references to the effect on the organization. The main theme of the discussion is that personal advancement at the expense of others diminishes effectiveness and performance for both the organization and the individual perpetrating it. Even if the manager is motivated only by self-interest, perhaps understanding that he will be negatively affected may cause improvement.

I'd also let the manager know I'd be discussing the issue with upper management. The manager may be upset about this, but good things may come of it. This serves the best interest of the organization by giving upper management an opportunity to apply remedial development with the manager. If the manager is worth keeping he will respond.

While the moral high ground is important, so is one's personal career. The employee who generated the solution deserves to be recognized. As long as the issue is presented to upper management with the same organizational perspective in mind as with the manager, the employee should avoid being seen as self-serving.

Lari Mitchell
Manager, Leadership and Human Resources
Centre for Education Information

HR Professionals: Send us your HR Tip