This structure provides ample opportunity for the same difficulties that plague dysfunctional families, including unclear rules, arbitrary discipline, insufficient rewards, poor communication, and few ways to resolve conflict. The supervisor isn't adequately involved in the work and often may be geographically distant. The supervisor has a favorite or favorites. Workers are unappreciated, and their needs consistently go unmet. One employee cares for a troubled or inadequate supervisor.
Morale is low, and employees seem chronically depressed.
Harassment isn't reported or is allowed to continue uncorrected. In extreme cases, one or more employees become violent. What You Can Do If this sounds like your workplace, there are steps you can take to try to effect change, both in the system around you and in yourself. Brown suggests writing up specific concerns, talking about the problem privately with your supervisor, talking to higher-level management if necessary, consulting union representatives, or bringing in an outside facilitator. Before assigning blame to others, however, it's a good idea to be clear about your own role.