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People

How to deal with dysfunctional people at work Logo aicpa

  Jennifer Wilson |   Free |   AICPA |   21 Feb 2017 |   CPA Insider

Is your organization disrupted by bullying or other damaging behaviors? This article shares 6 strategies for taking a stand.

Topics covered:
  • Management accounting: People: Influence, Intermediate
  • Management accounting: People: Communication, Intermediate
  • Employee benefit plan auditing: People: Influence, Intermediate
  • Employee benefit plan auditing: People: Communication, Intermediate
  • Governmental auditing: People: Influence, Intermediate
  • Governmental auditing: People: Communication, Intermediate
  • Financial accounting & reporting: People: Influence, Intermediate
  • Financial accounting & reporting: People: Communication, Intermediate
  • Assurance: People: Influence, Intermediate
  • Assurance: People: Communication, Intermediate
  • Not-for-profit: People: Influence, Intermediate
  • Not-for-profit: People: Communication, Intermediate
  • IT management & assurance: People: Influence, Intermediate
  • IT management & assurance: People: Communication, Intermediate
  • Firm practice management: Technical: Human capital, Intermediate
  • Firm practice management: People: Influence, Intermediate
  • Firm practice management: People: Communication, Intermediate
  • Tax: People: Influence, Intermediate
  • Tax: People: Communication, Intermediate
  • Forensic & valuation services: People: Influence, Intermediate
  • Forensic & valuation services: People: Communication, Intermediate
  • Fair value measurement: People: Influence, Intermediate
  • Fair value measurement: People: Communication, Intermediate
  • Personal financial planning: People: Influence, Intermediate
  • Personal financial planning: People: Communication, Intermediate

12 Comments/Reflections

Zar-Phyu Nyeint

Zar-Phyu Nyeint Sep 2018

My past experience with dysfunctional people - so far I have dealt with them taking both approaches mentioned in article : (1) talk to them and bring up professionally what is the current issue -- I took this approach when the person in concern is in junior roles ; (2) talk to higher authority or another person (e.g. HR) --- I mostly took this approach if the person concern is level or tend to be very emotional, or higher than my rank -- this is like bringing in an intermediary.

Another useful knowledge I learnt from this article is that to make a research on similar cases, perhaps not identical but generic cases. Online research for reliable published articles are the fastest option to learn in a quick way, or for long-term and solid knowledge, find a good book on the topic.
Paul Newcombe

Paul Newcombe Sep 2018

Useful ideas to implement with workers in my team. Have already tried something similar and it is getting results - albeit slowly.
James Lang

James Lang Jun 2018

This is a sensitive subject for most people, and most people may have experienced something along these lines. The article though brief gives some good suggestions for how to tackle dysfunction in the workplace.
Arjun Malik

Arjun Malik Mar 2018

I have found dysfunctional people in several organisations - often where senior managers are bullying or patronising their staff and not listening to concerns/feedback or suggestions for improvement which has left staff demoralised and with declining motivation. The article enforces the case for standing up to them - either directly or via another party - however the risk of losing your job must be accepted as the politics involved can be difficult to navigate.
Emma Blyth

Emma Blyth Jan 2018

Very useful and practical advise. Keep to the facts, remove emotional reactions, provide possible Resolutions.
Things may change.
Things may not - stay and accept or go?