Manipulation

Managers' responsibility is to unite employees behind a single goal, but some bosses push coworkers against one another. This conduct is sometimes motivated by the mistaken belief that rivalry will compel the best performance from the team, but in reality, over-competition among peers hampers proper teamwork. Maybe the boss may simply enjoy inciting confrontation. Narcissists are drawn to positions of authority. These people are usually addicted to drama and feel most in control when they are producing havoc or encouraging ordinarily rational people to act out.

Manipulation, on the other hand, is not always as sinister or evident. Passive-aggression, in the form of guilt or snippy comments, is a common manifestation of the tendency. Alternatively, the behavior may appear to be benign. For instance, the supervisor may beg or ask for favors, persist after a coworker declines, or appeal to the employee's emotions. "Would you mind working this weekend? "I told my son I'd take him to the zoo, and I can't bear the notion of him crying."

While strong persuasion can be highly effective, it has the unintended consequence of diminishing employees' trust. True leaders inspire rather than manipulate. The distinction between the two strategies is that motivation is based on honesty and helps employees, whereas manipulation is deceptive and self-serving.

How to fix it: Be mindful of the staff’s reactions and signs of resistance. Don’t ask them to do stuff beyond their job description, and accept no when they do— Don’t beg—be clear and transparent. You can also appeal to them by explaining your reasoning.