Office Politics Creates Unfair Practices

It's always vexing to have to respond to complaints from staff members when office politics creates unfair practices. HR managers often feel called upon to counsel employees who are aware of differences in the treatment of staff members. There are those who have successfully persuaded the "powers that be" that they deserve credit, time off, or perks that may not be universally available to all staff. How can one respond to this impossible situation? Often, the power of the executive who is the source of the problem overrides every other process available to employees. In addition, the employee who has observed the inequities, is threatened with retaliation from above if his or her "bad attitude" becomes known.

Could we be mistaken?

It's often necessary to think things through. What appears to be something "extra" given to a staff member may, upon closer examination, be an adjustment based on the demands of a particular job. Occasionally there are real inequities in working conditions which warrant some kind of creative compensation. If at all possible, make every effort to find out all the facts about the matter before assuming that politics are involved. HR managers usually have information about working conditions that they can share. Employees have to be flexible when it comes to jobs that are unusual and may not involve "9 to 5" work, but we know of course, that not all office politics are imaginary!

Why does it happen?

I have seen employees who appear to be working at a frenzied rate, but apparently don't get the work done as promptly as those in similar positions. Those whose skills or organizational abilities are limited may not be able to work any other way. They resent the amount of effort they need to put into completing the task at hand and often spend a great deal of their time airing complaints about overwork. This sometimes translates into anger, and also can translate into engaging in office politics! It's helpful to realize that the participants are acting in self defense; they are aware of their shaky abilities and in constant fear of being found out! Patience is a virtue, because eventually, an incompetent who is using politics to keep ahead will be found out. It's inevitable!

What else can we do?

I think we should ensure that we are keeping the lines of communication open with our co-workers and superiors. If we do not talk about our work, report on it, and especially keep the boss informed, we may be losing ground to other more assertive types of employees. Don't complain about what you have seen, but do give yourself enough visibility to show your worth. I have seen employees who duck their heads and seethe quietly year after year! I don't think anyone should do this to themselves. Don't participate in the problem by spending a lot of time thinking and talking about the situation. It must be put aside for a considerable amount of your own time for you to maintain equilibrium. In other words take care of yourself, concentrate on your own work and ensure that your work is seen by the right people. Time is on your side!

Can we ever avoid it?

I don't think so!

Valery Hill
Director of Human Resources
Nova Scotia College of Art and Design

Valery Hill is a graduate of the Montreal Museum School of Art and Design, and studied Human Resource Development at the Technical University of Nova Scotia. She has worked at the Nova Scotia College of Art and Design since 1980 as Secretary to the Dean, Executive Assistant to the Vice-President (Academic), Personnel Administrator, and since 1999 as Director of Human Resources. Valery has been involved in all aspects of staff recruiting, hiring and employee relations in an exciting art and design environment. When she is not working, she loves to cook for friends and family.

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