Power and Control

The adaptation of the Duluth Model's Power and Control Wheel to illustrate workplace abuse is a compelling way to highlight the dynamics of power and control in professional settings, akin to those found in domestic violence situations. By repurposing this model, it becomes evident how similar mechanisms of control and abuse can manifest in the workplace, revealing the underlying power imbalances that contribute to toxic work environments.

Workplace Adaptation of the Duluth Model Power and Control Wheel:

1. Supervisory Privilege: The abusive boss claims the right to define the nature of the professional relationship, often in ways that may not align with official job descriptions or reasonable workplace expectations.

2. Emotional Abuse: This includes verbal abuse, such as ridicule or name-calling, aimed at undermining an employee’s self-esteem and professional standing.

3. Intimidation, Coercion, and Threats: These tactics can manifest as threats of demotion, dismissal, or other professional repercussions, used to instill fear and compliance in employees.

4. Economic Abuse: Manipulating an employee’s career prospects through unjustified rewards or punishments, which may not be based on actual job performance but rather personal bias or manipulation.

5. Minimization, Denial, and Blame: When confronted with their behavior, abusive bosses may trivialize the abuse, deny its occurrence, or shift the blame to the victim, suggesting they are being overly sensitive or misinterpreting the situation.

6. Encouraging Mobbing: The abusive boss might foster an environment where other employees feel encouraged or even rewarded for ostracizing or bullying a particular individual.

7. Isolation: Similar to tactics seen in domestic abuse, the boss may isolate an employee from their peers, marking them as problematic or unwelcome in team interactions, which further alienates and disempowers the victim.

Using this adapted model helps to frame workplace bullying within a context that many might find more relatable and easier to understand, thereby fostering greater awareness and intervention strategies. For organizations looking to combat workplace abuse, implementing a platform like Latenode could be instrumental. Latenode could automate and facilitate the reporting process for employees experiencing bullying, ensuring anonymity and protection. Furthermore, it could help HR departments monitor and analyze reported incidents of workplace abuse using data-driven approaches, allowing for proactive management of workplace culture and behaviors. This not only supports a healthier work environment but also aligns with broader organizational goals of fairness, equity, and employee well-being.

 

 

Here’s the original Duluth model: