The biggest problem I've had as an employee is, as you've said, being "owned" by the boss (or people who think they're the boss). Most supervisors resent an employee with their own ideas, who will stand up for themselves and for what's right and ethical, and who can't be "controlled" to be the subservient employee they want. I've always …
The biggest problem I've had as an employee is, as you've said, being "owned" by the boss (or people who think they're the boss). Most supervisors resent an employee with their own ideas, who will stand up for themselves and for what's right and ethical, and who can't be "controlled" to be the subservient employee they want. I've always done far more than my job description, using my skills and talents to the benefit of the employer. But that sometimes engenders jealousy or resentment by employees or supervisors who aren't that productive, and whose egos depend on subservience. Instead of acknowledging the good done on behalf of the organization by a hard-working but outspoken employee, they find ways to sabotage that employee. I once reported fraud, waste and mismanagement of a federal employer and was treated like I was the problem. They will almost always circle the wagons around the higher-ups. I am fortunate that I had a few good supervisors, and many great opportunities for advancement in the federal system, which helped when it was time to retire. But the bad managers far outnumber the good ones.
Yes to all of that, have seen all of it happen... especially the whistleblower part. Whistleblowers catch hell. As for bad managers... The Peter Principle was supposed to be a joke, I think, but it certainly seems to ring true too often.
The biggest problem I've had as an employee is, as you've said, being "owned" by the boss (or people who think they're the boss). Most supervisors resent an employee with their own ideas, who will stand up for themselves and for what's right and ethical, and who can't be "controlled" to be the subservient employee they want. I've always done far more than my job description, using my skills and talents to the benefit of the employer. But that sometimes engenders jealousy or resentment by employees or supervisors who aren't that productive, and whose egos depend on subservience. Instead of acknowledging the good done on behalf of the organization by a hard-working but outspoken employee, they find ways to sabotage that employee. I once reported fraud, waste and mismanagement of a federal employer and was treated like I was the problem. They will almost always circle the wagons around the higher-ups. I am fortunate that I had a few good supervisors, and many great opportunities for advancement in the federal system, which helped when it was time to retire. But the bad managers far outnumber the good ones.
Yes to all of that, have seen all of it happen... especially the whistleblower part. Whistleblowers catch hell. As for bad managers... The Peter Principle was supposed to be a joke, I think, but it certainly seems to ring true too often.