Drama relates to political influence, not at all related to actual issues.
“In the Dark” relates to the result of political influence to create layers of members that have actual different ethical treatment.
The result is an unethical control of group resources and opportunities that are managed in support of agendas different than intended by the group; i.e. mafia.
People are not born to be respected, but some people/groups learn to overcome self-deceit and take the initiative to learn things beneficial to their groups to earn respect; and learn to express Self-Respect to convey an accurate level of confidence in their task related abilities. This allows the group to act usefully in achieving intended goals. Groups often overlap family, friends, work, political representation, classes, clubs, future employers, mentors …
When organization personnel serve leadership interests not strongly related to the “intended mission” of the organization, then they are a part of an internal “administrative mafia” within the organization, instead of serving the interests of the organization.
Feeling “In the Dark”, is from not making a persistent effort to develop group related information/skills. For people with weak skills in expressing Common Sense, this is common. But they can be taught.
“Administrative Mafia” intentionally prevent useful participation in the group, to force ethical and/or competent members into subservient positions, or to cause them to ultimately leave the group. Very often, the competent are over-worked to provide for the needs of the group, are forced to accept responsibilities for staff known to be incompetent, to intentionally drive them out of the organization. For professionals, not allowed to fire the staff they are in-charge of, can potentially result in losing their professional licensing. The competent professionals must leave to protect their future related to family and community. The organization suffers due to the loss of competence, and the promotion of incompetence. Administrative Mafia destroys broad organization developments.
“Administrative Mafia” broadly kills PASSION in serving the organization mission.
Because the “Administrative Mafia” provides no useful mentoring related to intended goals (usually criminal in nature), the best efforts of an ostracized member results in unintentionally sharing useless information/skills (wasting time) and/or engaging destructive efforts (wasting resources). This is “Evidence” used by the Administrative Mafia to justify expulsion of a member. This is not the fault of the ostracized member, they are being set up for failure. The group then conveys more Disdain than Respect to create “in the Dark”, a void in empathy. A lack of useful body language and voice inflections normally used by group members to usefully guide each other. The ostracized are powerfully expressing the need to be mentored, while the Administrative Mafia intentionally ignore them. Through empathy the person senses the distrust of the group, so their Self-Esteem suffers; “in the Dark”.
Unless a person is skilled in breaking up “Administrative Corruption”, they will most often be happier and feel more passion in participating as a team member, by finding a different group to support. Active consistent “useful” communications related to group goals and mentoring, are absolutely required to achieve group desired outcomes. Passion is the routine knowing of worth to the mission of the group. Administrative Mafia actively destroy passion within corporate culture.
In-general, “Administrative Mafia” have the intent to support actual crime within administration; illegal allocation of group resources and opportunities. Incompetent personnel promoted because they are incompetent or their environment controlled through by micro-management. Micro-management often is an indication of both an incompetent supervisor and an incompetent manager. The incompetent extend unreasonable loyalty because their position and rewards depend upon doing what they are told, unconditionally.
This is the “Glass Ceiling” women and minorities have had to suffer in the past related to racism and sexism; and currently. Loyalty to a person is a greater priority than loyalty to the company mission. Company resources and related opportunities are delegated related to loyalty instead of competence; squandering resources that otherwise benefit growth. Those in control of allocating resources and opportunities are manipulated into becoming micro-managed.
Employees should avoid people and peer groups where Drama persists; the company deserves better. Drama is “creating emotional stress with no useful outcomes”; a political influence not related to actual issues. If there is actual meaningful evidence shared it is useful communication; communication without evidence is Gossip, Scuttle-butt, and Rumors; all are forms of using Drama for political influence. Critical Reasoning, evidence-based Critical Thinking, and expert Mentors should provide the resources to identify gaps in proposals, and provide for sustained mission-centered group passion.
Those participating in Drama have no intent to teach themselves something useful (develop meaningful evidence) to share with their peer group(s); so they are or become Arrogant (loathing of self and/or others). No accomplishment occurs and they rely on self-deceit to develop a sense of unjustified entitlement. They tend to lie, cheat, and steal because they unjustly want what others justly develop. Arrogance often is an indicator of a willingness to falsify company documents. Creating gaps in understanding company performance issues. Arrogance (loathing of self and/or others) is cause to suspect increased risks associated with their efforts.
No one ever gives a person Respect !!!! Individual social politeness, or in the case of an organization wanting to develop more resources, is to offer a person or company the opportunity to Earn Respect. Abuse of this opportunity kills future mutually supported growth.
Self-confidence is built from personal accomplishments. A feeling of certainty that types of useful tasks can be completed.
Self-Esteem accumulates from the total of events within a peer group where respect and disdain are conveyed (trust and distrust). Self-Esteem is sensed by empathy, and is conveyed by the group members.
Self-respect is different than self-esteem. Self-esteem guides oneself toward better serving the group. Self-respect is used to accurately guide others through body language and voice inflections; accurately conveying to the group the level of certainty regarding what is being expressed. Together, Self-respect and Self-esteem provide social communication based in logic, emotions, and social acumen to work together, and reward each other equitable to broadly build passion in supporting the mission.
Common Sense REQUIRES acting on ones own initiative and persistence to research and learn how to usefully contribute to the needs of the group mission. A person skilled in expressing Common Sense, is well experienced in searching for and learning on their own to support the company mission. Do you know/understand what your company mission is? Does the administration audited actual evidence indicate abuse of labor hours, lack of competency, inappropriate allocation of opportunities, or waste of resources; i.e.corruption.
An “Administrative Mafia” is illegally allocating opportunities and/or resources to further their agenda instead of the Company Mission; i.e. Racketeering. Traitors to the Company. This is a form of embezzlement.
By understanding the relationships of Common Sense, a person with Common Sense is able to detect related weaknesses in others and interact with them usefully, by compensating for risks those people will likely generate in their efforts. While at the same time, allowing for other group members to compensate for our own weaknesses. Together, a group skilled in Common Sense can provide much more, with realistic confidence, with less resources, sustain company passion, and more efficiently drive growth.