Scapegoating in organizations does not just happen in a vacuum. It is also not simply something which happens between a bully and a scapegoat. It always happens within a context – the organization where it occurs.
What kind of organization encourages scapegoating to flourish?
Consultants agree that scapegoating flourishes in what can be called toxic organizations. These organizations are, without exception, characterized by inadequate leadership practices and a management too remote from employees with no effective and open channel of communication.
How does an organization become toxic?
Organizations, in their turn, exist in a wider society and often reflect the values of the larger society. In SA we have seen the rise of materialism, entitlement and overreaching self interest in recent history. When there exist increased economic pressure, as did in SA in the past couple of years, where management practices do not bear up to scrutiny, and management does not walk the talk; i.e personal agendas and self-interest is more important than the greater good.
Characteristics
- A workplace where people are bullied or intimidated in the form of gossiping, veiled or openly maliciously threatened, exclusion from an invisible ‘inner clique’ or, even, adequate information or resources to do their job.
- Change, when it happens, is not managed adequately
- Un(der)qualified people are hired for the job
- Sound standardized labour practices and procedures of reward and accountability is not applied, or applied selectively and some individuals are therefore favoured, or perceived as being favoured.
- The contributions of subordinates is not credited, managers often imply these contributions are their own.
- Employees are ruled by fear and threat, or overly controlling systems
- Menacing managers are often rewarded for being ‘strong’
- HR manager for a variety of reasons side with the bully, or fail to take appropriate action
- Increased sick leave amongst employees, particularly stress leave
- And, ultimately, increased turnover
- Scapegoats are used to carry blame and explain ongoing problems. The scapegoat is often expelled (fired or forced to resign) but in biblical manner, they remain blamed for problems, sometimes long after they have left the company.
Resolving the problem
The problem will, unfortunately, not go away unless you face the problem squarely, by
- Conducting exit interviews, which will provide valuable information on the prevailing corporate climate
- Hire an organizational consultant to do a culture survey or climate study, and follow up with an appropriate team intervention
- Equip leaders and managers with the skills they require to manage, particularly how to deal with conflict, manage gossip, bullying and scapegoating
- Equip leaders with skills or resources to inquire into what is being hidden from scrutiny by the bullying, and name the ‘elephant in the room’
- Include in routine performance reviews criteria for respectful behaviour
- Offer coaching and training to the bully