Is it really common to use abusive words in a company? At present, I am working in a manufacturing company where almost everyone uses abusive words. Even the MD, who is well-educated, also uses abusive words. It has become a part of the culture, and no one raises objections to it. As an HR professional, I find it really offensive. I come from a family where no one uses abusive language. How can we stop this culture in the office because any new employee will not tolerate the use of abusive words?
From India, Mumbai
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48From India, Mumbai
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Nowadays many people in big corporate offices think it is cool to use abusive words. They are used by both male as well as female employees. Do you think it has become acceptable?
From India, Mumbai
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From India, Mumbai
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Use of abusive words is not at all common in organizations. It is not acceptable in any case. The use of abusive words spoils the professional environment in any company. It may create a hindrance in the expansion of business worldwide and could be a major reason for attrition.
Hence, I would advise you to discuss this with the top management and revise the HR policy with strict rules to create a healthy working environment. This should be implemented throughout the organization, and even top management personnel have to abide by this rule.
Now, it's your first responsibility to convince the top management about this.
From India, New Delhi
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Hence, I would advise you to discuss this with the top management and revise the HR policy with strict rules to create a healthy working environment. This should be implemented throughout the organization, and even top management personnel have to abide by this rule.
Now, it's your first responsibility to convince the top management about this.
From India, New Delhi
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When using abusive language is construed as misconduct in standing orders or service rules of organizations, it cannot be acceptable as routine communication among employees. It is a culture issue and reflects the culture prevailing in the organization. It is the senior leadership that is responsible for initiating or spreading any culture in the organization. Therefore, the initiative to change all this shall come from the top. There shall be education through workshops on manners, etiquette, and behavior with which the senior leadership shall be associated so that people at lower down the hierarchy take change seriously. Then you need to introduce some practices that reflect courteous behavior such as sending thank-you emails to others, etc.
- B. Saikumar
From India, Mumbai
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- B. Saikumar
From India, Mumbai
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In the organization where I work, our Director uses the most abusive language, especially to describe a very critical situation. This happens almost every day. There are a few who think it is very wise and feel it enhances their greatness in using these words.
Politeness and proper language must be used everywhere. There is no trend of using bad language even when stuck in the most difficult situation. Abusing does not solve the problem.
I suggest purchasing a whiteboard of a decent size and nailing it at a prominent place for everyone to pass by daily. Make it a point to write good quotes for improving upon the manner and behavior of people in general. Send emails to all with good moral stories to enhance the self-thinking values of the staff.
I am sure it will work, and you will see positive results very soon.
All the Best.
From Tanzania, Dar Es Salaam
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Politeness and proper language must be used everywhere. There is no trend of using bad language even when stuck in the most difficult situation. Abusing does not solve the problem.
I suggest purchasing a whiteboard of a decent size and nailing it at a prominent place for everyone to pass by daily. Make it a point to write good quotes for improving upon the manner and behavior of people in general. Send emails to all with good moral stories to enhance the self-thinking values of the staff.
I am sure it will work, and you will see positive results very soon.
All the Best.
From Tanzania, Dar Es Salaam
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Hello,
Like other members mentioned, it's absolutely not acceptable in any corporate environment, irrespective of the sector/domain.
And again, like others mentioned, start from the top. Please be ready for the long haul—such matters can't be solved overnight.
First, please check what the Standing Orders/Service Rules of your company say regarding such behavior. Usually, these aspects are well-covered.
Next, suggest collecting some case studies or articles about the damage such behavior can do to organizations and mail/send them to your MD—the idea being to slowly begin the change in him. Then you can discuss with him on how to take it further within the organization—step by step.
If your company's Standing Orders/Service Rules do mention this aspect, raise it with him—suggest deleting them since anyway it's not being followed. Usually, such a drastic suggestion will force anyone to think.
But if your MD vetoes your suggestions, I think you are hitting the wall—maybe it's not worth your effort. Either you need to adjust (which has the downside of you developing such a habit/culture over time—meaning you need to be on guard all the time even while dealing with such people and yet not getting embroiled into it yourself) or if you can't take it anymore, look for other opportunities.
All the best.
Regards,
TS
From India, Hyderabad
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Like other members mentioned, it's absolutely not acceptable in any corporate environment, irrespective of the sector/domain.
And again, like others mentioned, start from the top. Please be ready for the long haul—such matters can't be solved overnight.
First, please check what the Standing Orders/Service Rules of your company say regarding such behavior. Usually, these aspects are well-covered.
Next, suggest collecting some case studies or articles about the damage such behavior can do to organizations and mail/send them to your MD—the idea being to slowly begin the change in him. Then you can discuss with him on how to take it further within the organization—step by step.
If your company's Standing Orders/Service Rules do mention this aspect, raise it with him—suggest deleting them since anyway it's not being followed. Usually, such a drastic suggestion will force anyone to think.
But if your MD vetoes your suggestions, I think you are hitting the wall—maybe it's not worth your effort. Either you need to adjust (which has the downside of you developing such a habit/culture over time—meaning you need to be on guard all the time even while dealing with such people and yet not getting embroiled into it yourself) or if you can't take it anymore, look for other opportunities.
All the best.
Regards,
TS
From India, Hyderabad
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Dear All,
Changing a professional working environment is a difficult task, but everything has a good and a bad side. As I said earlier about changing the work environment, it also has a positive aspect, which is the sense of competition and eagerness for achieving something. Make it your armor. Identify the workers who mostly use abusive language and, on the other side, find the ones who use them least. Start appreciating the ones who don't use such language in a common gathering or meeting. This will instill a sense of competition among the employees and help in improving the environment. However, you have to be very careful as it can also have a repugnant effect, so you have to be very tactful and creative. All the best.
From India, Mumbai
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Changing a professional working environment is a difficult task, but everything has a good and a bad side. As I said earlier about changing the work environment, it also has a positive aspect, which is the sense of competition and eagerness for achieving something. Make it your armor. Identify the workers who mostly use abusive language and, on the other side, find the ones who use them least. Start appreciating the ones who don't use such language in a common gathering or meeting. This will instill a sense of competition among the employees and help in improving the environment. However, you have to be very careful as it can also have a repugnant effect, so you have to be very tactful and creative. All the best.
From India, Mumbai
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Using abusive language in the office is definitely not right and desirable. The use of such language only speaks volumes about the culture of those individuals. I feel no HR manager should ever agree to such usage and must bring in corrective measures to maintain healthy progress.
In this case, since you mention that your MD himself is using abusive words, it is most disgusting and undesirable. What would happen if he uses such terminology with a customer? Try to foster a good work culture, and if things still do not improve, look for better opportunities. There is always a place for good talent out there. Wish you the very best.
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In this case, since you mention that your MD himself is using abusive words, it is most disgusting and undesirable. What would happen if he uses such terminology with a customer? Try to foster a good work culture, and if things still do not improve, look for better opportunities. There is always a place for good talent out there. Wish you the very best.
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Dear anonymous and other contributors,
The practice of using abusive language from top to floor level in that particular organization reminds me of the Sanskrit adage "YATAA RAAJA TATAA PRAJA"! In small business establishments like shops, restaurants, workshops, and the like, we find most of the proprietors using abusive language whenever they find slackness in their employees and openly justify it on the grounds that such bitter treatment they received from their mentors during their formative years made them what they are today, and their harshness alone can instill the sense of fear in the minds of the employees not to make mistakes. Anyway, it is reminiscent of their origins.
But in a corporate enterprise, such a sordid practice is adopted unabashedly even by the chief executive, which is something unheard of. Maybe such a CEO is a person of rags to riches, quite unable to forget his lowly origin and reflects his inability in the form of abusive language when things go contrary to his expectations.
An anecdote from Birbal's life in this connection: During an informal morning chat with his courtiers after the royal duties, Emperor Akbar suddenly slapped Birbal, who was next to him, for no apparent reason other than testing his reflex response. Birbal's natural reflex system urged him to return the blow; however, how can he do it when the doer is the emperor? So he slapped the gentleman next to him. The entire court as well as the man who got slapped stood in astonishment, for they could not find any rhyme or reason in both of their actions but suspected something is there and decided that if they get slapped, simply to slap the next person without asking the person who slapped. That way the slap started continuing with a domino effect throughout the kingdom, and finally, the same night during their maha cuddly mood in the bedchamber, the Queen suddenly slapped Akbar the Great straight into his face! Yelling in pain, Akbar asked the reason for the slap, and the Queen replied that it is all in the game for a game is a game. Upon his insistence, the Queen explained that there was a rumor throughout the country that a great game had started in the court that morning and the strict rule is that one cannot hit the person back when slapped but find someone else to slap, and in continuation of the game, someone slapped her, and hence finally his slap had come back to him through her. So, the moral is what you sow in the wind, you will reap in the whirlwind. Try the suggestions given by the members. Still not possible, you seek an organization of educated people. Education is entirely different from literacy.
From India, Salem
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The practice of using abusive language from top to floor level in that particular organization reminds me of the Sanskrit adage "YATAA RAAJA TATAA PRAJA"! In small business establishments like shops, restaurants, workshops, and the like, we find most of the proprietors using abusive language whenever they find slackness in their employees and openly justify it on the grounds that such bitter treatment they received from their mentors during their formative years made them what they are today, and their harshness alone can instill the sense of fear in the minds of the employees not to make mistakes. Anyway, it is reminiscent of their origins.
But in a corporate enterprise, such a sordid practice is adopted unabashedly even by the chief executive, which is something unheard of. Maybe such a CEO is a person of rags to riches, quite unable to forget his lowly origin and reflects his inability in the form of abusive language when things go contrary to his expectations.
An anecdote from Birbal's life in this connection: During an informal morning chat with his courtiers after the royal duties, Emperor Akbar suddenly slapped Birbal, who was next to him, for no apparent reason other than testing his reflex response. Birbal's natural reflex system urged him to return the blow; however, how can he do it when the doer is the emperor? So he slapped the gentleman next to him. The entire court as well as the man who got slapped stood in astonishment, for they could not find any rhyme or reason in both of their actions but suspected something is there and decided that if they get slapped, simply to slap the next person without asking the person who slapped. That way the slap started continuing with a domino effect throughout the kingdom, and finally, the same night during their maha cuddly mood in the bedchamber, the Queen suddenly slapped Akbar the Great straight into his face! Yelling in pain, Akbar asked the reason for the slap, and the Queen replied that it is all in the game for a game is a game. Upon his insistence, the Queen explained that there was a rumor throughout the country that a great game had started in the court that morning and the strict rule is that one cannot hit the person back when slapped but find someone else to slap, and in continuation of the game, someone slapped her, and hence finally his slap had come back to him through her. So, the moral is what you sow in the wind, you will reap in the whirlwind. Try the suggestions given by the members. Still not possible, you seek an organization of educated people. Education is entirely different from literacy.
From India, Salem
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A fantastic anecdote by you, Mr. Umakanthan, to say you get back what you give, and therefore, sow the seeds of right culture. This succinctly sums up the issue. Thanks for sharing this slap game.
B. Saikumar
From India, Mumbai
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B. Saikumar
From India, Mumbai
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Hi,
I'm happy to see the overwhelming response to this post. Abusive language or slang is not accepted anywhere because no culture teaches or preaches this. The one and only solution is to strictly apply rules. If it is not accepted, then one should quit the place. Just as we say to our children - either behave and talk properly with others, and if others are not reciprocating properly, do not mix up with such uncultured people. We, as HR professionals, are very much responsible for ensuring cultural growth in the industry and fostering a healthy work environment. Let us address this issue and try our best to bring a good environment to the industry.
Thanks,
Bijay
From India, Vadodara
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I'm happy to see the overwhelming response to this post. Abusive language or slang is not accepted anywhere because no culture teaches or preaches this. The one and only solution is to strictly apply rules. If it is not accepted, then one should quit the place. Just as we say to our children - either behave and talk properly with others, and if others are not reciprocating properly, do not mix up with such uncultured people. We, as HR professionals, are very much responsible for ensuring cultural growth in the industry and fostering a healthy work environment. Let us address this issue and try our best to bring a good environment to the industry.
Thanks,
Bijay
From India, Vadodara
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Subject - Re: Use Of Abusive Words In The Office - HR Professional
The use of abusive language in the organization is not acceptable in any workplace. It may develop due to informal or overly friendly relations between employees. Formal relationships are necessary for implementing systems within the organization. It is essential to address this issue with the top management and all other related staff members. Based on the directives of seniors, guidelines regarding manners and etiquettes should be issued to all. Continuous monitoring of these behaviors over an extended period is required.
Regards,
SDP
From India, Kolhapur
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The use of abusive language in the organization is not acceptable in any workplace. It may develop due to informal or overly friendly relations between employees. Formal relationships are necessary for implementing systems within the organization. It is essential to address this issue with the top management and all other related staff members. Based on the directives of seniors, guidelines regarding manners and etiquettes should be issued to all. Continuous monitoring of these behaviors over an extended period is required.
Regards,
SDP
From India, Kolhapur
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I truly appreciate the reasoning and anecdotes given by Mr. Umakanthan. M to clarify and highlight the results of such behaviors.
However, in my working career, I have even experienced and observed seniors (directors and owners) from the so-called royal blood behaving indecently.
In one instance, during a meeting, one of the officers left his pencil on the table and requested one that was lying in plenty on the conference table but at a distance. In response to his request, the senior replied, "Use your foot." I was simply taken aback and the next month left the company for better prospects.
In another instance, the MD (belonging to a very affluent class) of a company of high repute kicked, abused an officer, and violently thumped on the table for an error in one of the presentations. Everyone present was so taken aback by this behavior that I could sense an atmosphere of extreme fear.
During a lunch break at the monthly meeting of the company, another MD commented to the managers and other seniors, "Eat, eat, this is what you guys are coming here for." Upon hearing this, some of the managers immediately left their half-finished lunch, returned to their respective offices, wrote down their resignations, and tendered them to the MD. When the MD noticed that eight of the managers were quitting together, he had no option but to apologize for this rude remark.
Each instance in life teaches us something. We only have to keep our eyes and ears open and be alert.
From Tanzania, Dar Es Salaam
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However, in my working career, I have even experienced and observed seniors (directors and owners) from the so-called royal blood behaving indecently.
In one instance, during a meeting, one of the officers left his pencil on the table and requested one that was lying in plenty on the conference table but at a distance. In response to his request, the senior replied, "Use your foot." I was simply taken aback and the next month left the company for better prospects.
In another instance, the MD (belonging to a very affluent class) of a company of high repute kicked, abused an officer, and violently thumped on the table for an error in one of the presentations. Everyone present was so taken aback by this behavior that I could sense an atmosphere of extreme fear.
During a lunch break at the monthly meeting of the company, another MD commented to the managers and other seniors, "Eat, eat, this is what you guys are coming here for." Upon hearing this, some of the managers immediately left their half-finished lunch, returned to their respective offices, wrote down their resignations, and tendered them to the MD. When the MD noticed that eight of the managers were quitting together, he had no option but to apologize for this rude remark.
Each instance in life teaches us something. We only have to keep our eyes and ears open and be alert.
From Tanzania, Dar Es Salaam
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Yes, Satish, the so-called blue-blooded people, too, at times exhibit indecent behavior and use abusive language like riff-raff when they lose their equanimity because of emotional overwhelming. Sooner or later, they will repent for such inappropriate rudeness and at least apologize as an assuaging attempt. Of course, it is understandable for uneasy lies the head that wears the crown. But, there are people in the higher echelons of the management who indulge in enjoying the sadistic pleasure of rude behavior with others because of the positional advantage they have gained. That is condemnable.
So, the en masse resignation of the 8 managers in the episode you've quoted is a right response to the M.D.'s dirty comment, for it made him understand that managing is an act of interdependence. As I mentioned in my previous post, many people, notwithstanding their academic achievements, remain mere literates because of their use of intemperate language in critical moments. Only shock treatments like the above can mend them.
From India, Salem
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So, the en masse resignation of the 8 managers in the episode you've quoted is a right response to the M.D.'s dirty comment, for it made him understand that managing is an act of interdependence. As I mentioned in my previous post, many people, notwithstanding their academic achievements, remain mere literates because of their use of intemperate language in critical moments. Only shock treatments like the above can mend them.
From India, Salem
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Use of abusive words is neither common nor accepted in the service sector companies, IT, or any other for that matter, but in factories, it is like a must and should requirement. It is so common that the people used to it have accepted them as normal.
The reasons are: in factories, maintaining labor is the biggest issue. They mainly consist of hardly literate individuals and people who are accustomed to harsh lifestyles.
I remember an incident at United Breweries (UBL). The HR was well-educated and cool; I could have never expected harsh words from him. When we were discussing issues related to education and projects, a laborer from the factory entered. The HR abruptly got up and shouted at him with harsh words and slang, displaying anger on his face. The laborer left the office, and the HR quickly regained composure, smiling. Initially confused, I later learned that the laborer was drunk, had no work there, and had malicious intentions. Upon observing such behaviors, I realized that in such situations, harshness can be more effective because the labor force understands the tone and strictness behind the language, often ignoring normal speech. Another reason for the HR's reaction was the female presence; he aimed to prevent misconduct from the drinkers at the office.
Even in the government sector, employees are accustomed to slang. If you cannot assert authority, you may become a target for them. They may not listen to you, neglect their work, and not take you seriously. The prevalent use of such language is driven by the "fear of authority," rather than any intention to abuse. Many attempt to avoid it, but when it becomes a practice, it persists.
A similar scenario unfolds in the police department, where the situation is arguably worse.
While I do not condone this behavior, I also find it challenging to oppose. It seems to have a significant impact.
In conclusion, never let such behavior affect or concern you. These words hold no intrinsic meaning or intent behind them. Consider them as a practice and endeavor to refrain from using them yourself in the future. Some systems are resistant to change, and certain sectors require a different approach than politeness and simplicity.
From India, Bangalore
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The reasons are: in factories, maintaining labor is the biggest issue. They mainly consist of hardly literate individuals and people who are accustomed to harsh lifestyles.
I remember an incident at United Breweries (UBL). The HR was well-educated and cool; I could have never expected harsh words from him. When we were discussing issues related to education and projects, a laborer from the factory entered. The HR abruptly got up and shouted at him with harsh words and slang, displaying anger on his face. The laborer left the office, and the HR quickly regained composure, smiling. Initially confused, I later learned that the laborer was drunk, had no work there, and had malicious intentions. Upon observing such behaviors, I realized that in such situations, harshness can be more effective because the labor force understands the tone and strictness behind the language, often ignoring normal speech. Another reason for the HR's reaction was the female presence; he aimed to prevent misconduct from the drinkers at the office.
Even in the government sector, employees are accustomed to slang. If you cannot assert authority, you may become a target for them. They may not listen to you, neglect their work, and not take you seriously. The prevalent use of such language is driven by the "fear of authority," rather than any intention to abuse. Many attempt to avoid it, but when it becomes a practice, it persists.
A similar scenario unfolds in the police department, where the situation is arguably worse.
While I do not condone this behavior, I also find it challenging to oppose. It seems to have a significant impact.
In conclusion, never let such behavior affect or concern you. These words hold no intrinsic meaning or intent behind them. Consider them as a practice and endeavor to refrain from using them yourself in the future. Some systems are resistant to change, and certain sectors require a different approach than politeness and simplicity.
From India, Bangalore
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"The industrial world would be a more peaceful place if workers were called in as collaborators in the process of establishing standards and defining shop practices, matters which surely affect their interests and well-being fully as much as they affect those of employers and consumers."
The text provided is correctly written with no spelling or grammatical errors. The paragraph is properly formatted with a single line break between sentences. The original meaning and tone of the message have been preserved.
From India, Bangalore
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The text provided is correctly written with no spelling or grammatical errors. The paragraph is properly formatted with a single line break between sentences. The original meaning and tone of the message have been preserved.
From India, Bangalore
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The same examples in the police department, it's worst there... (sorry, please correct it as there...)
Attribution: https://www.citehr.com/467392-use-ab...#ixzz2baqGEl4u
From India, Bangalore
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Attribution: https://www.citehr.com/467392-use-ab...#ixzz2baqGEl4u
From India, Bangalore
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Somebody has suggested you to have a talk with the top management regarding such environment, but that mostly leads to your discharge from the company as soon as possible. Being an HR, it is always expected to manage everything to the maximum extent and try to bring changes. Once such complaints reach the top management, it shows the incapability to adjust to the environment, failure to cooperate with the coworkers, and incapability of self-dependency - one of the most important criteria of an HR. To execute such plans, you must become a thorough employee of the organization first and then expect respect for your ideas and implementations.
These crucial observations must never be neglected in the present competitive practical world. I suggest you be an optimist and try to adapt yourself, making sure you have a strong base, because these are very sensitive issues not just affecting the ego of the coworkers, but also the issues of sociability and authority.
From India, Bangalore
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These crucial observations must never be neglected in the present competitive practical world. I suggest you be an optimist and try to adapt yourself, making sure you have a strong base, because these are very sensitive issues not just affecting the ego of the coworkers, but also the issues of sociability and authority.
From India, Bangalore
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