Misconduct and power abuse still reigns in us

Since PH came into power, Dr Mahathir said he did not see much problem in administering the country, although there were some people who were dropped because of their abuse of power.

This was repeated by the Deputy Prime Minister Dr Wan Azizah that misconduct can be avoided if loyal workers are in the country.

But then most cases and issues of misconduct and abuse of power by the ‘superiors’ are ‘swept under the carpet’. Double standards practices are common too.

Many reported cases are just being attended for formality sake, it’s just reporting cases and actions are back-fired to the ‘whistleblowers’ or the one who had made the report.

Perpetrators go free, and escaped without action taken on them, and this had made situations goes really sour.

Perpetrators now tend to scheme-up and waiting for other ways to hit-back.

Workplace tormenting and intimidating is all too common, and it leaves a permanent negative impact on both the victim and the attitudes and behaviour characteristic of a particular social group.

Power misuse or abuse is an issue that a large portion of us have encountered sooner or later, regardless of whether we realize it openly or not.

It has been debated controversially and has been the subject of interest and gaining rounds especially in the workplace.

Based on a study by Vital Smart on workplace abuse, only 4 percent said they were not part of workplace abused (maybe form the executive group) while 54 percent said they had been bullied for years now.

96 percent of the abused group said it hurts, it harms, and it leaves a permanent impression, though the wounds may not be physically visible. 

The evil and wrongdoer individuals gain and keep up control over their unfortunate casualty with controlling or coercive conduct, and continue to expose that individual to mental, physical, sexual or money related maltreatment.

Abuse can go on for years, often ignored, and worse encouraged by those who surround the abuser. Inaction to stop abuse is a form of abuse itself.

Understanding the psychology of abusers is vital just as understanding why it might proceed and perhaps even increment.

Psychological studies in behavioral trends show that narcissism is on the ascent: "Around 70 percent of students today score higher on narcissist scales than 30 years back."

Study has discovered that narcissism conversely associates to sympathy.

The higher the score on the size of narcissism, the lower the compassion showed.

Absence of sympathy is viewed as a standout amongst the most telling narcissistic attributes and a standout amongst the most hitting highlights of individuals with narcissistic identity issue.

As Dr. Les Carter writes in his book, "Enough of You, Let's Talk About Me," (Jossey-Bass, 2008) narcissistic individuals "do not consider the pain they inflict on others; nor do they give any credence to others' perceptions."

As narcissistic conduct builds, we may see increments in power misuse cases.

Victims of abuse are often stressed and confused about their situation.

Some victims might think they can stand the abuse as they are now in confusion.

In the state of confusion, the person’s confidence tends to be blocked and he or she will tend to ignore and thinking it will go away in time thus will not report on the abusing. It doesn’t.

In Malaysia, not many can afford to hire legal offices, but if the abuse issues are too great, law firms can be the place to go for help against these evil or wrongdoers.

Abusers are often those with positions of power or money, thus they have the greater access to lawyers.

The power abusers are often in a position to control the legal outcomes. But it is not really true.

As a result, these cases often go unreported, undetected and unchallenged, because the victim feels that the threat of action could be worse than the original form of abuse.

But if no one or the victims allow perpetrators to go on, they will feel that they can get away with the crime, they are empowered to continue their abusive behavior.

Abusers like to have support for their motivation, and in light of their social aptitudes and places of intensity can frequently aggravate the issue by selecting others in what we can call the "bunch disregard."

The “bunch disregard”  is  made up of the abuser and the individuals who are sufficiently feeble to expect that on the off chance that they don't participate, they will be the following exploited people  goes about as a pack to exclude a person.

These ‘bunch’ are actually cowards and will work out in secret and quietly and try to influence others to join in to take a part so that if detected the blame is removed from them through deflection of the behavior onto others, the group.

Actually, the individuals involved are not entirely sure what is going on. The people included are not by any stretch of the imagination beyond any doubt what are happening.

It can crawl after some time and on account of its stealth nature, it very well may be difficult to depict to other people so they can see it.

Where this happens, the individual might be jumpy or fanciful; prompting a one-two punch of exploitation where they feel every other person has betrayed them.

When you see partners being disregarded and shunned by companions and toxic leaders, don't empower or let the abuser do their way.

You are guilty as the perpetrators if you keep to your own business, do not let the psychological torture to continue. The enablers are perpetrators by accomplice.

No need to be a coward, be brave enough to help you colleagues. Keep in mind, if the endless loop isn't halted, rationale would state you turn maybe next.

Putting a stop to power abuse and tormenting in the workplace means ensuring education and a system support at an institutional level.

Simply having a policy in place doesn’t always help: Where policies do exist, they are often ignored or ineffective.

At the point when guideline or regulations comes up short, we have to return to character, and in this lays the moral test.

Character is a result of good goodness, strength and respect.

We have to guarantee we are building workers of character, the individuals who have boldness to support others, and themselves, and bravery from institutions to remunerate the individuals who do.

We need a culture of an institution or a system up to urge employees to know about practices or impact that may not be adequate, just as talk up about those practices.

Institutional leaders, controllers and running organizations need to venture up, authorize strategies, know and comprehend the suggestions and dangers of what is happening in their own associations and the liabilities that they face.

Individuals need to indicate valor not to take an interest, to get out terrible conduct, and when faced with the situation, have the language to verbalize what is happening obviously.

Character is an under taught and underrepresented ethical trait in our education programs.

It is the foundation of good leadership. Bring back character, and there will no more writings on abusing that will be published.

Azizi Ahmad feels bad about power abuse is a senior educator Wed, May 1, 10:14 AM


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