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Friday, February 24, 2017

Broken Society from Martin Buber’s Perspective and A Lens for Building Peaceful Society



Damianus Abun
Abstract
The existence of broken world cannot be denied. Human beings have to accept the fact that this broken world is caused by human beings themselves. The solution is going back to human beings. Since society is built upon relations, therefore human relationship has to be restored to heal the broken world. The kind of human relationship that can restore unified society is subject to subject relationship, not subject to object relationship. World crisis is caused by I-It relationship in which another human being is treated as object and as a result abuse and manipulation are becoming the norms of relationship. Conflict happens because of misunderstanding and such misunderstanding is caused by not being open to one another. People do not reveal themselves to one another because of mistrust. Buber’s advice is that everyone should open to one another and should be treated as equal human beings, as subjects. Therefore honest and sincere dialogue between man and man is a prerequisite to build a dream world: unified world, not a broken one.  

Key words: genuine relationship and dialogue, subject to subject relationship


Introduction

It cannot be denied that relationship matters much in human society. Human society is built upon relations. There is no society and there is no community, if there is no relationship. When they meet, they relate to each other and know each other and decide to stay together. Such relationship is maintained by dialogue and therefore, the same idea goes that no dialogue, no community or no society. Dialogue is the one that strengthens the relationship because in the dialogue people get to know each other better and makes the relationship stronger. 

We have been living in the society or community for a long time and we have been the eye witnesses of problems that are happening in our society, community and even in the family as the core of society. Conflicts, wars, separation or divorce are no longer extraordinary news to our ears but they are common news that we encounter every day in newspapers, TV, radio and social media. The new generations are born into this kind of society and their growth is formed by this kind of society. Their mind, their world views are affected by the society where they live. What will happen next? Most probably they will perpetuate such kind of society to the next generation, a broken society, a violent society unless there is a total cultural transformation in the way how they relate and view others and the world around them.  

The question of why we have broken society will go back to the basic foundation of society and that is relationship and such genuine relationship is built upon dialogue. Relationship and dialogue are two essential factors that maintain a society, a community or even family. Dialogue bridges the gap and the distances become closer. However, the concern remains: what kind of dialogue that brings the society, community or family together. In this research article, I would like to use the philosophy of Martin Buber, an existentialist philosopher, as a lens to view how we should build a peaceful society. In the view of Martin Buber, it is possible to build a unified world and peaceful world, community or family, if human beings let go their pride, treat one another as equal human being and be honest to one another in their dialogue.      

The Existence of Broken World
  
It might be too idealistic if we dream for a perfect world where all people are living in harmony and having no wars or conflicts between religions, races and countries. It was only the world inside the womb of our mother but when we are thrown or born into this world, we do not see a world of peace without conflicts, a person without enemy, country without enemy or religion without enemy. Though through religion, we are taught not to have enemy but in reality we have enemy. As Wayne (2015) argued that we see all around us the problems of a broken society. The broken world is a reality, it is everywhere. This broken realities mark our existence. It is in our homes, our cities, our countries and in fact this entire world is in chaos. Animosities rule our lives for to disagree with our neighbor is just under the surface of our nature. We have been growing up in these realities and we have adjusted to them and we have accepted them as part of our lives. But the questions are: who will stand up to explain why our world is broken and what has caused it to be broken? Shouldn’t we begin to realize that there is a cause or a reason for this condition? Were we born with this condition? Don’t you think that if spiritual leaders tell us that we are broken then they should be able to explain why the world or society is broken?

The questions that we have raised are nothing new. It has been long time ago, Gabriel Marcel (1889-1973) wondered about our life and experience and he came to a conclusion that we live in a broken world. He emphasized that the world we live in is essentially broken, fractured by events in history (Marcel, 1995). He was not alone in seeing such kind of world. Soren Kierkegaard (1983) lamented that this world is irrational, in the sense that we do not understand how it operates. Many things happen not according to human calculations because it cannot be understood by reason. According to him, this world is marked by dread or anxiety, guilt, absurdity, paradox, despair, death and nothingness. Other philosopher before Kierkegaard but within the same generation, Arthur Schopenhauer also viewed the world of his time as dark world because the world is full of sufferings and viewed the life of individual as always a tragedy and therefore he considered this world as irrational because many things happen could not be comprehended (Copleston, 1975, 1946).

The questions are raised: who is to be blamed? Did God inherit the broken world? God never inherited a broken world but a perfect world, a peaceful world, a world of harmony. However, the possibility of broken world or society is imbedded in human blood. It may be true to what the Latin Proverb that says, “homo homini lupus” which means that a man is a wolf to another man. Such proverb reminds us of social contract theory of Thomas Hobbes that prior to social contract; a man lived in the state of nature. Man’s life in the state of nature was one of fear and selfishness. Man lived in chaotic condition of constant fear of another because man wanted to dominate another man. Life in the state of nature was poor, nasty, solitary, brutish and short (Elahi, n.d). Though we all are living in a civilized world under the social contract but it seems that life before the social contract, life in the state of nature is still the dominant force in human relationship. Man lives in fear of another and therefore no one opens to another. Thus, the current state of affairs which is characterized by insincerity or hypocrisy is blamed to human beings themselves. The solution is with the human beings themselves. They should be the one to restore peace and unity among human beings by establishing genuine relationship and dialogue as proposed by Martin Buber.       

Martin Buber’s View on How Human Beings Should Live

Buber worked upon the premise of existence as encounter (Buber, 1947, 2002). In such premise, Buber recognized that life is never lived alone but life is a society, life is a community or a family, life is with others. Every day we encounter other people and we communicate, then develop a relationship and form a society or community. Society, community or family is a result of relationship and dialogue. Thus, society is built upon relations and dialogue.  There is no society, no community or family without relationship and dialogue and that is why Buber argued that if there is no dialogue among people, there is nothing human. However, the quality of relationship depends much on dialogue because in the dialogue people start revealing themselves to one another. How one reveals himself/herself to one another in dialogue and how one treats the other dialogue is important to establish a genuine relationship and a genuine community. After all, according to Buber, society or community is not a bunch of objects but a bunch of subjects or human persons and therefore one should know the proper way how to deal and relate to one another as persons with dignity.

He wrote about personal relationship between human beings and God, human beings and their world which he summarized into I-You/Thou (Ich - Du) and I-It (Ich-Es) relationship (Buber, 1958). From such pair of words, he went on to explain the genuine relationship. He used the I-Thou or Ich-Du to describe relationship between man and man and God. This is a subject to subject relationship in the sense that people enter into a relationship with the whole of their beings, as genuine persons with their own uniqueness and accept each other as he/she is. One treats the other as subject with dignity, not to be used or manipulated for one’s advantage. Therefore, the specific characteristic of this relationship is reciprocity and mutuality. As a result of such relationship, both parties who enter into a relationship grow together. There is a mutual benefit that both parties received from such relationship (Buber, 1947, 2002). One is not taking advantage of another.

According to Buber, such kind of relationship can be established if there is a genuine dialogue (Buber, 1991). Genuine dialogue is when both parties open themselves up to one another without wearing any mask.  There are no secrets to be hidden but one opens herself/himself up to the other for the other to understand him/her and the other should accept the person as he/she is. It is only in the openness; one can perceive the other correctly and avoid misunderstanding. It is necessary, therefore, for the other to open himself/herself to the other and welcome the other without condition. In this dialogue, one should be silent and listening to the other and enter into his/her world and understand her/him from his/her own stories.

For Buber, genuine relationship is the foundation to build relationship with God (Kramer, & Gawlick, 2003). Buber argued that the meeting between I-Thou is not just between two people or between someone but every particular Thou is a glimpse through the eternal Thou. In other words, our genuine dialogue and relationship with the other and the world is the windows open to the eternal Thou.  Every I-Thou or I-You relationship opens up a window to the ultimate Thou or God (Wood, 1969).  It just means that one cannot approach God without having a good relationship with fellow human beings. One cannot be holy unless one has also good relationship with other fellow human beings and only based on such relationship one can enter into dialogue with God. Therefore, the present world which is marked by brokenness makes it hard for human beings to reach God.  

I-Thou relationship is not just a relationship between man and man, man and God but it also includes the relationship between man and environment. Environment has to be approached through I-Thou relationship or subject to subject relationship. Such idea reminds us that environment is not to be treated as object to be manipulated but to be treated as equal with human beings, as subject. It implies that we cannot also establish good relationship with the eternal Thou unless we have good relationship with the environment because every particular Thou or You is a glimpse through the eternal Thou. Destroying others and destroying the environment is destroying our relationship with God and the disappearance of God into human relations.

Buber recognized that achieving genuine human relationship may become difficult when people fall into I-it relationship. I-It relationship is a relationship between subject and object. It is a relation of person to thing, of subject to object, involving some form of utilization, domination or control. This is not equal relationship because the other is treated as object to be manipulated. One is subject, while the other is object. This kind of relationship is not founded on mutual trust but suspicions or mistrust (Buber, 1952).  Within such kind of relationship, the differences are accentuated and the uniqueness of “I” is emphasized. Man enters into relation not with the wholeness of his being, but part of it. Each is still wearing mask, does not open themselves up to each other. Consequently one cannot open fully himself/herself to the other because of mistrust and prejudices. Within the I-It or subject to object relationship, there is no dialogue but only monologue. People pretend to be in dialogical relationship but in reality there is no real dialogue because one is only emphasizing his/her points and no listening.  

Within this seeming relationship, one cannot fully understand the other because their perception toward each other is limited and such situation always causes misunderstanding. The invasion of seeming and the inadequacy of perception can lead to conflict. They pretend to be in dialogue but the dialogue is full of personal interest, not common interest. They enter into dialogue with the self-interest agenda in which one enter into dialogue because one wants to get something out of such relationship.  According to Buber, there is a movement from relation to separation, a growing crisis of human existence in modern society. He believed that the relationship between individual and their selves, between people, and people and creation was increasingly that of I-It. As a result, it is becoming more and more difficult to encounter God (Wood, 1969). 

Building a Peaceful Society Based on Buber’s Idea

Based on Buber’s idea of the encounter, relationship and dialogue, we cannot deny the fact that building a peaceful society is depending on what kind of relationship and dialogue among human beings. Buber admitted that there is a growing crisis in human society and the reason of such crisis is human relationship. Human relationship is no longer between I-Thou or subject to subject but more on I-It relationship or subject to object relationship. The nature of such kind of relationship is no longer based on mutual trust but suspicions. Each one is suspicious toward the other and one does not trust the other one and therefore create a distance. There is no more room for genuine dialogue and there is no possibility of openness. The more people are distancing from each other, the more they are suspicious.  

Buber frankly pointed out that we are entering into crisis because the relationship between man/woman and himself/herself, between man/woman and the environment are no longer I-Thou but more of I-it. In this kind of relationship, one does not meet the other as subject but as object to be used for one’s advantage. One enters into a relationship with the other because of certain personal interest. One country enters into relationship with the other country because it wants to gain something from such relationship. Business enters into a relationship with other business because of something to be gained. A man enters into a relationship with a woman because he knows that something can be gained from the woman. These agendas are not revealed, but hidden within the person and the other does not have the capability to detect the real agenda of the person why he/she enters into the relationship. Buber lamented that the growth of the individual persons are impeded because of the invasion of seeming and the inadequacy of perception. Why? Within this kind of relationship, people can no longer communicate themselves to one another as what they are and so they cannot really know and understand each other. They are stranger to each other and therefore, they are no longer true to each other because their inner self is not revealed. They are wearing mask all the time, there is no authenticity.

Building a peaceful and harmonious society should be based on genuine relationship or I-Thou relationship. Each one should be treated as subjects, no matter who they are. One needs to accept one another as they are, not based certain condition. Buber advised that in order to create peaceful society, man has to unfold because man does not exist in isolation but in the completeness of relation. The completeness of relation can be achieved through opening up oneself to the other, no pretense, no seeming and ready to welcome the other as they are.                 

Conclusion
 Following the basic concept of Buber about the encounter, we have simple conclusion that broken world is caused dishonest relationship, dishonest relationship. Each one is taking advantage of one another. One is using another as object of manipulation. Buber recommends that relationship has to be a subject to subject, not subject and object. Everyone should be treated as equal individual human beings; no one is lower than the other. Honest and sincere dialogue is essential aspect to build or to heal the broken world. After all, we cannot build relationship with God unless we have good relationship with one another and with the environment.

References

Buber, Martin. (1958). I and Thou. (Ronald Gregor Smith, Trans.) New York: Charles Scribner’s Sons.

Buber, Martin. (2002) [1947]. Between Man and Man. New York: Routledge. pp. 250–51.

Buber, Martin (1991), "Martin Buber: A Biographical Sketch", in Schaeder, Grete, The Letters of 

Martin Buber: A Life of Dialogue. Detroit: Wayne State University Press.

Buber, Martin.( 1957). The Knowledge of Man: Selected Essays. (Maurice Friedman& Ronald 

Gregor-Smith, Trans.). 1998.  Amherst, N.Y.: Prometheus Books.

Buber, Martin. (1952). Good and Evil: Two Interpretations. (R.G. Smith &M. Bullock, Trans.).  Upper Saddle River, N.J.: Prentice Hall, 1997.

Buber, Martin. (1957). Between Man and Man. (Ronald Gregor-Smith, Trans.). New York: Routledge, 2002.

Copleston, F. (1975, 1946), Arthur Schopenhauer: Philosopher of Pessimism, London: Barnes and Noble.

Elahi, Manzoor.( n.d). Social Contract Theory of Hobbes, Locke and Rousseau. Retrieved from http://www.academia.edu/3138759/Social_Contract_Theory_by_Hobbes_Locke_and_Rousseau

Kramer, Kenneth & Gawlick, Mechthild. ( 2003). Martin Buber’s I and Thou: Practicing Living Dialogue. New York: Paulist Press.

Kierkegaard, Soren.(1983). The Concept of Irony. (Lee, M.Capel, Trans.).  New York: Buccaneer Books Inc. 

Marcel Gabriel.1995. The Philosophy of Existentialism. (Manya Harari, Trans. ). 1995. New York: Citadel.

Wayne, L. (2015). The Purpose of Human Existence. Retrieved from https://purposeofhumanexistence.wordpress.com/2015/01/26/our-broken-world/

Wood, Robert E ( 1969). Martin Buber’s Ontology: An Analysis of I and Thou. Northwestern University Press


Wednesday, January 4, 2017

Toxic Workplace and Toxic Management

Fr. Damianus Abun, SVD



Abstract.
Toxic workplace really exists in any organization. It is dangerous to employees’ health and organization’s health. It is similar to how toxic chemicals destroy human’s health, the same how toxic workplace destroys the organization. The causes of toxic workplace are management and employees. Therefore, management needs to be observant to monitor their own toxic behaviors and detox themselves before their behavior contaminate employees and it is their responsibility to detox the toxic behavior of their employees before they destroy the organization.

Keywords: detox, toxic workplace, toxic employees and toxic managers. 
Introduction

I come to this point writing about toxic workplace. I write this topic   to document my experience for 21 years working in the toxic workplace until I tender my resignation. Someone might ask, why should you wait until 21 years to resign? Well, it is not because I do not have other choices where to go but it was my purpose to stick out hoping my presence can change a bit of the situation but after all, things change somehow but not totally. Toxic behaviors cannot be eliminated totally, we can only minimize.  
  
I have developed several sicknesses such as diarrhea and insomnia. I have consulted medical doctors about my sickness and even subjected me to laboratory check up to find out what is going on in my body. They found other related sickness but the main cause of diarrhea and insomnia was not somehow found. Instead of going to other hospital for second opinion, I tried to open up my sickness with friends who happen to be medical doctors and they told me that those kinds of sicknesses may not be necessarily caused by virus, but it can be caused by the workplace. After hearing their comments, I realized that I have been working in the toxic workplace. Workplace has been the sources of my stress which is caused by leadership and management style and employees’ toxic behaviors. Stress causes my diarrhea and insomnia and thus I had to avoid such situation and I regained my health. I have been working with leader-managers, who are not consistent, dishonest, less committed, less focused and having no long term directions. Beside the management, I have been surrounded by employees who are always complaining and criticizing, putting down one another. I have to avoid the place for me to get healed.   

Toxic workplace may not be something new, it has been there but people seldom talk about it.  Mostly toxic workplace is caused by management and individual employees. This is one of the causes why people are not happy in the organization and leave the organization. Those who are leaving are not only because they do not want the work but because they are not enjoying the work when they are dealing with negativity every day. The top management often has wrong assumption that people are looking for pay and as long as their pay is right, the employee will stay and then happiness will come. The management undermines the importance of conducive workplace environment and the emotion or feeling of people by not giving attention to toxic behaviors of employees and management.  

Toxic workplace


When we talk about toxic chemicals, one can understand immediately the meaning of it. Toxic chemicals are any substance which may be harmful to the environment or hazardous to your health if inhaled, ingested or absorbed through the skin (About Education, 2016). By such definition one can immediately understand what toxic workplace means. A toxic workplace is a workplace that is marked by unconducive working environment, where uncertainties and personal battles harm relationship and productivity. Toxic workplaces are caused by toxic employees and toxic managers, or workers and managers who are motivated by personal gain such as power, money, fame and special status in which they use unethical means and sometimes illegal means to manipulate and annoy those around them.  Their main motives are to maintain or increase power, money or special status or divert attention away from their performance shortfalls and misdeeds. Toxic managers and employees do not recognize a duty to the organization for which they work or their co-workers in terms of ethical behavior toward employees or toward co-workers.  Toxic managers and employees define relationships with employees and co-workers, not by organizational structure but favor and those they do not like or trust (Benoit, 2011)

Toxic workplace has become hot issue in the organization today because apparently it is perennial issue that cannot be eliminated from the workplace and it has a negative effect on the performance of employees and the organization. Everyone has a story about inconsistencies, uncertainties, favoritism, bad employees, bad managers which contribute to a terrible place to work. Paul White (2014) identified several characteristics that indicate the existence of toxic workplace and they are major communication problems, inconsistency in following the policies, narcissistic leaders, seething disgruntlement, physical and emotional health problems. According to White (2014) who is a psychologist, there is always problem in communication across the line, between management and employees and between employees. Communication breakdown causes unhealthy working environment.  Beside communication problems, another problem that contributes to unhealthy workplace is inconsistencies in implementing or following the policies/rules. Often time top management plays different rules for the same problems. Today is different from tomorrow and such situation causes confusion to the employees whether they are going to follow or not to follow the policies. Adding to that situation is the narcissistic behavior of mangers or leaders who are so busy getting credit for themselves. They view themselves as the centers of the whole organization without recognizing the contribution of employees, thinking that they are better than the rest. Making the situations complicated further is when the employees complain and the managers do not give a damn about it. Those situations definitely can bring emotional problems to the employees and organization as a whole.  This phenomenon harms both the company and the other employees, including those who are not direct targets.

What happen when we are into toxic workplace is that everyone is in bad mood. When one encounters each other along the corridor, she/he turns his/her face around, instead of greeting one another with smiling face. When the boss is not around, everyone is relaxing, doing their own thing and do not mind the business of the company. This is the direct result when employees are undervalued, forced to compete one another, distant from the company mission (Biro, 2016). Within this kind of environment, introducing changes can become impossible because everyone will resist change because they do not trust management if their best interest would be protected. There is distrust between management and employees and even among the employees themselves. Having this kind of environment will cause unhealthy and unhappy life, not only within the company but it can also affect family life.  



Toxic Management   
 
The word toxic has taken on a lot of meanings, and more widespread use of it has made its definition fuzzy. My definition on these words is originated from the meaning of toxic chemicals.  If toxic chemicals are understood as any substances that are harmful to the environment, then toxic management can be understood in similar concept, that toxic management is any practices initiated by management that are harmful to health of employees and organization as a whole. Marquet (2015) has identified several practices that are characterizing toxic managers and they are micro management, focusing on mistakes and weaknesses, poor communication, distrust, inappropriate behavior, unnecessary meetings, and unrealistic expectations. In terms of micromanagement (Lavoie, 2014) the management exercise too much control and giving attention too small details without giving them trust to do their job. In such kind of management, as if the management is doing the job for their employees. Adding to such problem is when the management is focusing too much on the mistakes and weaknesses of employees, instead of their strength. Such practice can make them apathetic and definitely reduce their spirit to work. Complicating further this situation is poor communication in which the communication line is one sided; the management does not hear feed backs from the employees.  The employees only hear from their boss and carry out the order. In that kind environment the culture of distrust ( Huhman, 2014 ) is growing in which management and the employees do not trust each other and such problematic relationship can trigger inappropriate behavior where employees do not have respect to their management and management does not have respect to their employees. 
Adding to the long line of toxic management practice is unnecessary meeting. Often time the top management schedule meeting but the meeting may not be necessary because there are no clear agenda to be discussed. Often time start the meeting with the opening statement, “by the way”. Besides having no clear agenda to be discussed, the meeting is taking too long and no clear goals to be achieved. Adding to that problem is conducting meeting at the scheduled rest time of the employees which is in violation of labor standards. Worsening the situation is when the management impose unnecessary or impossible objectives to the employees to achieve in which he/she himself/herself cannot do it (Sanborn, 2013).

Toxic Employees and How to Handle Them         

In consistence with the understanding of toxic chemicals, I understand toxic employees are those who constantly producing toxic behaviors that are harmful to the work environment. There are some employees who are consistently spreading gossips about other people, criticizing other employees and the management, seeing everything from negative side and influencing others to go against change. I consider them virus of the organization because it contaminates others; positive employees become negative employees because of their influence. They’re destructive, distracting and draining. Like a cancer sapping the energy of those around them, they cripple their coworkers’ morale, performance and productivity. Worse, they poison your entire business in the process (Shandrow, 2015).  According to Sprenger (2016) negativity and toxicity spread like germs in the workplace. Whether it’s gossip, nonconstructive criticism, drama, bitterness, constant complaining, or blaming others, toxicity can be as harmful to the workplace as germs can be to your bodyNot doing anything to detox, then the productivity may suffer.  How to detox is another challenge to the management.  I often suggest to the management, that if she/he is the virus, then remove the virus or you can devise a plan to rehabilitate them, if they are still considered as assets of the company. Dylan Minor  and Michael Houseman (2015), assistant professors of Kellog School of Management, (as cited by Gallo 2016) provided a reason why they are called toxic employees, it is because they not only causing harm but because they also spread their behavior to others. Their behaviors are contagious. Their behaviors demotivate, frustrate and put down other team mates.   

Toxic employees are realities of the companies nowadays; one cannot deny the existence of it. Simple solution would be to remove them from the list of your employees. However, business expert says that toxic employees are one of the challenges that business managers face today. Though the first step is to avoid hiring toxic employees but often time toxic behaviors do not appear when she/he is hired, they will be only known later. Once they are on your team, it can be hard to get rid of them because oftentimes the behavior doesn’t run against anything legal so you can’t fire them. Christine Porath (as cited by Gallo 2016) recommended some steps to be taken to address the situation: first, dig deeper. This recommendation is based on the belief that behaviors are expression of what is inside the person. The manager should ask them personally why they behave in such a way. Their behaviors can be caused by personal reasons or wrong treatment by the managers. If the reasons are personal, then the management should provide counseling service to those employees and if it is caused by the management, then management should revisit their treatment to their employees. Often time employees behave in a toxic manner, as a way of avoiding their own feelings of incompetence or insignificance. They become very critical to others, flood others with information to prove they are right, or jump to conclusions and personalize everything, hold a grudge, get hostile, and think obsessively or any number of other inappropriate behaviors. Second, Porath (as cited by Gallo (2016) argues that in many cases, toxic people are obvious to the effect they have on others. Most of the time they don’t realize that they’re as destructive as they are,” “They’re too focused on their own behaviors and needs to be aware of the broader impact.”. The management should provide feed backs so that they know the effect of their behavior toward others.  Third, explain the consequences of their behavior, that if they do not change, then they would be punished. Or if they cannot be punished, they can be tamed; As Krumrie (2016) suggests that managers should tame their toxic employees. The manager just has to find out what would motivate the bully to change his or her ways, and since everyone is motivated by something, there is always a way. Fourth, separate the toxic persons from other team members. According to Porath, if you can get rid of a bad apple, you can isolate it from the rest of the bushel so the rot doesn’t spread. Finally, according to Porath, the managers should not be distracted by those toxic employees. Managers should not consume so much time on those people and set aside main duties and responsibilities    

summary

Toxic workplace is caused by both management and employees. Toxic workplace is bad for the organization and it can de-energize employees and demotivate. If it is not given attention and the management does not take any steps to detox the workplace, such situation can lower the productivity and quality and consequently loses it competitive strength. Therefore, the management needs to be observant to monitor their own toxic behaviors and toxic behaviors of employees and takes decisive steps to eliminate viruses from workplace.

References

About Education. (2016). What is a Toxic Chemicals?      Retrieved from   http://chemistry.about.com/od/toxicchemicals/f/What-Is-A-Toxic-Chemical.htm

 Benoit, Suzanne (2011) "Toxic Employees: great companies resolve this problem, you can too!" Falmouth, Maine: BCSPublishing.    

Biro, M. Meghan. (2016). 4 Signs You're Dealing With A Toxic Workplace. Forbes. Retrieved from http://www.forbes.com/sites/meghanbiro/2016/04/18/4-signs-youre-dealing-with-a-toxic-workplace/#4dea0422110d

Gallo, Amy. (2016). How to Manage Toxic Employees. Harvard Business Review. Retrieved from https://hbr.org/2016/10/how-to-manage-a-toxic-employee

Huhman, R. Heather. (2014). Multiply the Trust Factor Inside Your Organization. Retrieved from https://www.entrepreneur.com/article/239832

Krumrie, Matt. (2016). Manage A Toxic Employees. Monster. Retrieved from https://www.monster.com/career-advice/article/manage-a-toxic-employee   

Marquet, Kristin. (2015). Seven Ways Toxic Managers Stifle Employee Motivation and Productivity. Retrieved from https://www.entrepreneur.com/article/245955

Minor, Dylan & Houseman, Michael. (2015). Toxic Workers. Harvard Business School. Retrieved from http://www.hbs.edu/faculty/Publication%20Files/16-057_d45c0b4f-fa19-49de-8f1b-4b12fe054fea.pdf

Shandrow, Kim Lachance. (2015). Five Types of Toxic Employees and How to Deal With Them. Retrieved from https://www.entrepreneur.com/article/251614.

Sanborn, Mark. (2013). Five Signs You are Expecting More from Your Employees that They can Give. Retrieved from https://www.entrepreneur.com/article/229413

Sprenger, B. Marilee. (2016). How to Deal With Toxic Employees. Dummies. Retrieved from http://www.dummies.com/business/human-resources/employee-relations/how-to-deal-with-toxic-employees/ 

White, Paul. (2015). Five Signs You are Stuck in a Toxic Workplace. Business Insider. Retrieved from http://www.businessinsider.com/5-signs-youre-stuck-in-a-toxic-workplace-2015-11.



 

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