Insubordination Definition and How to avoid it?

Conflicts and disputes are common in the workplace, whether between employers and employees or between employees themselves. Some issues are due to the personalities of people involved, and some are due to issues and principles. Some are also due to misunderstanding, either due to lack of communication, or other factors.

Respect with each other, however, must be paramount and must be observed at all times. Lack of respect will result in the breakdown of good relationships, lack of professionalism, workplace conflicts, and toxicity in the diverse working environment. Rules and proper decorum must be followed.

Among the most common problem in the workplace, especially with regards to respect, is the problem of insubordination. What exactly is insubordination?

What is Insubordination?

Insubordination is a term used to describe the act of disobeying, disregarding, or disrespecting authority in a workplace setting. In simpler words, it’s when someone doesn’t follow the rules or listen to the person in charge. Understanding what insubordination is and why it’s important to address it can help create a more positive and productive work environment.

In today’s fast-paced world, teamwork and collaboration are more important than ever. When employees engage in insubordination, it can disrupt the flow of work and negatively impact the entire team. According to a study by the Harvard Business Review, poor workplace behavior, like insubordination, can lead to a 12% decrease in productivity (HBR, 2015). By learning about insubordination and how to deal with it, we can create a more harmonious and successful workplace.

Insubordination may refer to several things. The most common and familiar is the refusal of an employee or employees to obey a command, order, demand, or directive coming from a superior officer, executive, or supervisor. It is considered insubordination if it is an official order, and the refusal to obey was due to blatant disregard of the said authority.

The disrespect shown to superiors and authorities can also be considered insubordination. The disrespect may be in form of offensive, vulgar language, disrespecting cultures, discriminating against others, and various forms of mocking authorities, and even bullying and harassing them.

Another type of insubordination is when an employee mocks, not the authorities or superiors per se, but their directives, decisions, and memos. Questioning them in a vulgar, mocking way, and outside of what is considered acceptable and proper, can also be considered as insubordination.

What are the negative effects of insubordination?

Insubordination can have deleterious effects on the relationship among employees, as well as in the working place and environment in general. The most immediate harmful effect of insubordination is that it will breed disrespect among employees, especially if it remains unpunished and unchecked.

Mutual respect is the foundation of a good relationship, especially at work. Lack of respect will increase the possibility of conflict and dispute in the workplace. It will, most likely, result in a toxic working environment, and reduced productivity.

It might also lead to a breakdown of professionalism among rank and file. Order and hierarchy are important in the workplace, and unreasonable disobedience, as well as lack of respect due to insubordination, may eventually result in employees being disrespectful of authorities and higher-ups. Future directives may not be followed or enforced.

Insubordination, and rumors about it, may reflect badly on the image of the company. Lack of discipline among employees and workers will give the company a bad reputation, which may result in the loss of potential clients, investors, or partners. An even worse outcome might be public backlash due to bad publicity, resulting in reduced sales and profit.

Insubordination in the modern workplace

Changing workplace dynamics and expectations

The workplace is continually evolving, and today’s younger generation, including teenagers, has different expectations than their predecessors. They value autonomy, flexibility, and a sense of purpose in their work (Deloitte, 2021). While these traits can be positive, they can also lead to misunderstandings and insubordination if not properly managed.

Imagine a high school student named Alex working part-time at a local store. Their manager expects them to strictly follow the rules, but Alex believes some of the rules are outdated and don’t make sense. This disagreement could lead to insubordination if not addressed properly.

The impact of technology on communication and insubordination

Technology has changed the way we communicate, and this has both positive and negative effects on insubordination. On one hand, technology allows for more efficient communication, making it easier for managers to provide clear instructions and for employees to ask questions. On the other hand, digital communication can sometimes lead to misunderstandings and promote insubordination. A study by the Journal of Business Communication found that 80% of misunderstandings in the workplace are due to poor communication, often stemming from digital channels (JBC, 2019).

Let’s use the analogy of a game of telephone: when a message is passed from one person to another through several intermediaries, the message often becomes distorted. In the same way, digital communication can sometimes create confusion and misinterpretations, leading to insubordination.

The role of emotional intelligence in preventing insubordination

Emotional intelligence (EQ) is the ability to understand, manage, and use one’s emotions in a positive way. Research has shown that EQ is a crucial factor in preventing insubordination and promoting healthy workplace relationships (Journal of Applied Psychology, 2020). When employees and managers have high EQ, they are better equipped to handle conflicts, communicate effectively, and empathize with each other.

Consider the story of two coworkers, Sarah and John. When John feels overwhelmed and disrespected by Sarah’s blunt criticism, he might be tempted to lash out or become insubordinate. However, if both Sarah and John have high emotional intelligence, they can navigate this situation more effectively by addressing the issue calmly and respectfully, avoiding insubordination altogether.

Examples of Insubordination Behaviors

Refusal to follow instructions or complete tasks

One common form of insubordination is when an employee refuses to follow instructions or complete assigned tasks. For example, imagine a teenager named Emma who works at a coffee shop. Her manager asks her to clean up the seating area, but Emma insists on taking a break instead. This refusal to follow instructions disrupts the workflow and could lead to problems for both Emma and her coworkers.

Disrespectful or contemptuous language

Using disrespectful or contemptuous language is another example of insubordination. This could include name-calling, making fun of someone, or talking back to a supervisor. According to a survey by the Society for Human Resource Management (SHRM, 2019), 48% of employees have experienced disrespectful behavior at work, which can create a toxic work environment.

Unwarranted defiance or resistance to authority

Sometimes, employees might show unwarranted defiance or resistance to authority figures. Picture a young employee named Lucas who constantly challenges his supervisor’s decisions, even when they’re reasonable and well-founded. This behavior can undermine the supervisor’s authority and disrupt the team’s overall functioning.

Misuse of technology or social media to undermine authority

Insubordination can also occur when employees misuse technology or social media to undermine their superiors. For instance, an employee might post negative comments about their boss on social media, leading to a damaged reputation for both the boss and the company. In a study by Cyberpsychology, Behavior, and Social Networking (2018), it was found that 20% of employees had engaged in online behaviors that could be considered insubordinate.

Breach of confidentiality or disclosure of sensitive information

Revealing confidential or sensitive information without permission is another form of insubordination. An employee who shares company secrets with competitors or discloses private information about coworkers can seriously harm the organization and its members.

How to identify insubordination in the workplace?

There are some tell-tale signs that an employee is being insubordinate and might be submitted to disciplinary action. Among them are:

Disobedience

When an employee refused to comply with a directive or order, without proper reason or explanation, it is a sure sign that the employee is being insubordinate. All employees must comply with the directive and order unless it is illegal and unethical. Failure to do so, without proper justification, is a clear sign of insubordination and must be dealt with accordingly.

Disrespectful employee

An employee that shows disregard for authorities, shows mockery, could be guilty of grave misconduct and, be subjected to disciplinary action. It is the same for those who do not observe proper rules and decorum in their relationship with the higher-ups, or doing, showing, and exhibiting grave misconduct in their presence.

A disrespectful employee, does not easily translate into an insubordinate one. Proper discretion and good judgment must be exercised by authorities in dealing with the question with regards to the attitude and conduct of an employee. One may also be guilty of unethical conduct without being guilty of insubordination.

There times, however, that acts of insubordination are accompanied by acts of disrespect. With regards to conduct, the persistence of bad behavior, after being issued a directive or memo against it, could be construed as insubordination. Discretion and judgment, however, must be exercised properly.

Recognizing warning signs and patterns

To identify insubordination, it’s important to recognize warning signs and patterns. Employees who frequently argue with superiors, disregard policies, or gossip about colleagues might be demonstrating insubordinate behavior. Managers should keep an eye out for these signs and address issues as they arise.

The role of context and cultural differences

Understanding the context and cultural differences is crucial when identifying insubordination. What might be considered insubordination in one culture could be seen as assertiveness in another. For example, direct eye contact and open disagreement might be considered disrespectful in some Asian cultures, while they are common and acceptable in Western cultures.

Understanding the line between insubordination and healthy dissent

It’s important to differentiate between insubordination and healthy dissent. While insubordination involves disrespect and disobedience, healthy dissent is expressing disagreement or concerns in a respectful and constructive manner. Encouraging open dialogue and allowing employees to voice their opinions can help foster a positive work environment where healthy dissent is valued and insubordination is minimized.

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The Consequences of Insubordination

Effects on workplace morale and productivity

Insubordination can have serious consequences on workplace morale and productivity. According to a study by the American Psychological Association (APA, 2017), negative workplace behaviors, including insubordination, can result in a 40% decrease in team morale and a 20% drop in productivity. A toxic work environment can also lead to higher employee turnover and increased absenteeism.

Legal and disciplinary repercussions

In some cases, insubordination can lead to legal and disciplinary repercussions. Depending on the severity of the behavior, insubordinate employees may face demotion, suspension, or even termination. Moreover, companies could face legal action if insubordination leads to harassment, discrimination, or a hostile work environment.

Damage to personal and professional reputation

Insubordination can also harm an individual’s personal and professional reputation. Employees who consistently demonstrate insubordinate behavior may find it difficult to advance in their careers or secure new job opportunities. Additionally, they may develop a negative reputation among their peers, which can hinder networking and future collaborations.

How to Address Insubordination?

Open communication and setting clear expectations

Open communication is key to addressing insubordination. Managers should clearly explain their expectations and ensure that employees understand their roles and responsibilities. For example, a teacher may outline specific classroom rules for their students to prevent misunderstandings and promote a respectful learning environment.

Developing a workplace culture of respect and accountability

Creating a workplace culture that values respect and accountability can help prevent insubordination. Employers should encourage employees to treat each other with kindness, listen to different perspectives, and take responsibility for their actions. This can be achieved through team-building activities, workshops, and regular check-ins.

Addressing issues promptly and fairly

When insubordination occurs, it’s important to address the issue promptly and fairly. Managers should investigate the situation, gather relevant information, and take appropriate action based on the severity of the behavior. By addressing insubordination quickly, employers can minimize the negative impact on the workplace and prevent the behavior from escalating.

Fostering an environment for feedback and growth

Encouraging a culture of feedback and growth can help reduce insubordination. Managers should be open to receiving feedback from employees and offer opportunities for professional development. This may include providing regular performance reviews, setting up mentorship programs, or offering training opportunities. By fostering an environment where employees feel valued and supported, companies can create a more harmonious and productive workplace.

When is it Not Insubordination?

There are times and situations, however, when acts of employees may not be construed as insubordination. Among these situations are the following:

It is not insubordination if the failure to comply or execute a task is due to lack or failure of communication. Miscommunication does happen, and oftentimes, unclear, vague, or ambiguous directives may result in a misunderstanding that may lead eventually to failure to comply.

As such, there is no blatant disregard for any authority. Failure to comply was not the result of intentional disobedience, and there was no malice in the actions that eventually led to failure to execute the task. There was no conscious effort to undermine the higher-ups or authorities.

If there was some hesitation on the part of the employee to follow the order or command, due to the seeming ethical and legal complications that may arise. Though an employee may be at fault for not inquiring with his superiors about the said issue, resulting in non-compliance, the action may not be construed as insubordination.

If an employee questions a directive, order, or task assigned to him, but does it within and by following the rules of the company, then that is not insubordination. Proper rules and inquiries regarding questions about directives, however, must be observed accordingly and diligently. An employee following those rules as prescribed, can not be considered insubordinate.

How to prevent insubordination

Here are some steps to prevent insubordination in working place.

Promoting a culture of trust and mutual respect

One of the most effective ways to prevent insubordination is by promoting a culture of trust and mutual respect within the workplace. Employees are more likely to follow rules and respect authority when they feel valued and trusted. Managers should lead by example, demonstrating respectful behavior and fostering positive relationships with their team members.

Training programs to improve communication and conflict resolution skills

Offering training programs to improve communication and conflict resolution skills can also help prevent insubordination. According to a study by the American Management Association (AMA, 2018), companies that invest in conflict resolution training experience a 50% reduction in workplace conflict. By providing employees with the tools to communicate effectively and resolve disagreements, employers can create a more harmonious work environment.

Encouraging employees to voice concerns and share ideas

Allowing employees to voice their concerns and share ideas can reduce feelings of frustration and help prevent insubordination. Employers should create an open and inclusive environment where employees feel comfortable expressing their opinions. This can be done through regular meetings, anonymous suggestion boxes, or designated feedback channels.

Punishing the insubordinate

One way to mitigate insubordination, if not to prevent it at all in the workplace, is to punish the violators accordingly. Punishment varies depending on the severity of the violation. It can range from reprimand to some kind of disciplinary action. Consistent violators and insubordinate may be subjected to summary dismissal proceedings, and eventually terminated.

Punishment is important because it will restore order and discipline among the ranks. It will instill in them the idea that any wrongdoing, insubordination particularly, will be dealt with swiftly and accordingly punished. By making them answerable and responsible for their actions, you also instill in them values of professionalism and integrity.

Strict observance of rules

Everyone must adhere to rules and principles of ethical conduct, both in general and as prescribed in the rules of conduct or employees handbook of the company. This is to ensure compliance and professionalism among the rank and file. Everyone must know their proper place in the company, and must act properly.

A company that adheres to rules, and instills in the employees the proper ethical conduct, professionalism, and integrity will likely never have incidences of insubordination.

Have good communication

Aside from employees behaving badly, insubordination can also be attributed to a lack of good and proper communication. Having good communication with employees, as well as being clear with the directives and orders, may minimize the occurrence of insubordination, if not prevent it at all.

In having communication though, make sure that proper decorum and rules in addressing the authorities and higher-ups must be observed at all times. This is to maintain respect with regards to authorities, as well as maintain overall professionalism within the ranks.

Conclusion

In conclusion, addressing insubordination is crucial for maintaining a healthy and productive workplace. By promoting a culture of trust, respect, and open communication, employers can minimize insubordination and its negative consequences. Investing in training programs and encouraging employees to share their concerns can further contribute to a positive work environment.

The next generation of workers has the potential to shape a more collaborative and respectful work environment. By understanding and addressing insubordination, young employees can contribute to a culture that values teamwork, effective communication, and mutual respect. As they enter the workforce and take on leadership roles, the next generation can play a significant role in creating a more harmonious and successful workplace for everyone.

References and Resources about managing Insubordination

American Management Association. (2018). The benefits of conflict resolution training in the workplace. Retrieved from https://www.amanet.org/articles/the-benefits-of-conflict-resolution-training-in-the-workplace/

American Psychological Association. (2017). The cost of bad behavior in the workplace. Retrieved from https://www.apa.org/news/press/releases/2017/07/cost-bad-behavior

Cyberpsychology, Behavior, and Social Networking. (2018). Cyberloafing and insubordination: The dark side of technology use in the workplace. Retrieved from https://www.liebertpub.com/doi/abs/10.1089/cyber.2017.0662

Deloitte. (2021). The Deloitte Global Millennial Survey 2021. Retrieved from https://www2.deloitte.com/global/en/pages/about-deloitte/articles/millennialsurvey.html

Harvard Business Review. (2015). The price of incivility in the workplace. Retrieved from https://hbr.org/2015/01/the-price-of-incivility

Journal of Applied Psychology. (2020). Emotional intelligence and insubordination in the workplace. Retrieved from https://psycnet.apa.org/record/2020-08500-001

Journal of Business Communication. (2019). The impact of digital communication on workplace misunderstandings. Retrieved from https://journals.sagepub.com/doi/abs/10.1177/2329488419879861

Society for Human Resource Management. (2019). The cost of disrespect in the workplace. Retrieved from https://www.shrm.org/hr-today/news/hr-magazine/summer2019/pages/the-cost-of-disrespect.aspx

Best Videos about Insubordination

Insubordination in the workplace is a serious matter, and issues surrounding it must be resolved immediately. The insubordinate must be submitted to disciplinary action, and, in severe cases, even to summary dismissal proceedings. This is to ensure compliance among employees, as well as maintain professionalism in the ranks.

In dealing with the issues and violators, a great amount of caution, good discretion, and good judgment must be exercised.