ARTICLE REVIEW

Made By :-Shalini(46)Ranjit Paul(47)Prithvi Ahluwalia(48)Lavanya Awasthi(49)

Atul Bhardwaj(50)

ENVY AT WORK

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Introduction Causes Expressions A Tale of Two Colleagues Damaging Side Effects An Interesting Inference Stopping Downward Spiral How to manage Envy in Team Conclusions

Contents

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‘’Envy’’ is defined as the distress that people feel

when others get what they want.

If left unchecked , this deadly sin can sabotage any company’s performance and our OWN.

Universal Vulnerable at each level Intensifies at the time of Economic Crisis Preventive

Introduction

Causes : Dissatisfaction Comparison to Others Low Self Esteem

Expressions : Resentment towards others Competition in relationships Depression Verbal criticism of others

Envy also damages relationships, disrupts team and undermines organizational performance. Most of all it harms the one who feels it.

A Tale Of Two Colleagues

Marty and Scott are two employees in an elite consulting firm.

Both were good friends, inspired and balanced each other and were inseparable.

Marty made Scott his rival and grew disengaged from the organisation.

Once considered as a Superstar, Marty, now lacked passion and performed poorly.

Distanced himself from his team-mates. Refused to mentor younger analysts. Personal and Professional relationship got spoiled.

ENVY

Damaging Side Effects

Disparagement : When people have qualities we envy but cannot easily acquire, we tend to ignore those qualities and treat them as worthless.We feel better by belittling the achievements or qualities of the person we envy.

Distancing : People tend to distance themselves from person they envy. It is difficult for enviers to learn from and work with others.The experience becomes more intense with people who are close to them. This leads to missed opportunities and organizational inefficiency.

An Interesting Inference

People want to learn more about ideas that come from other external sources rather than ideas that originate with rivals from within the organisation.

Reason :

When we copy idea from an outsider, we’re seen as “Enterprising” and when we borrow an idea from a colleague, we mark that person as an intellectual leader.

Fresh Choice managers initially desire the inventive menus and lively decor and atmosphere of their competitor Zoopa

Zoopa managers were considered as “bright”, “creative” and “energetic” by Fresh Choice managers.

After acquiring Zoopa ,

Fresh Choice managers started feeling threatened, and began to criticize their Zoopa peers.

Zoopa managers are now being considered as “burn out” and “sloppy”.

Fresh Choice managers resisted learning from Zoopa managers.

Most of the Zoopa managers left the company.

DIFFERENT

COMPANIES

Stopping the Downward Spiral

German word “Schadenfreude” : delighting in other’s misery has been included in English dictionaryWhereas,

Pali word “Mudita” : rejoicing in the good fortune of others has not been included.

To lay down the ground work of Mudita : Step 1 : Understanding Envy

Identify the reason why you are feeling envious Think about how Envy harms you :

Takes your time Consumes Thought Creates Negativity

Write your feelings in a Journal Talk to your friends and colleagues about your feelings.

Step 2 : Turning Envy into something positive Stop Judging Yourself Harshly. Turn Your Envy into Appreciation. Use Your Envy to Generate a Goal.

Step 3 : Avoid Comparison Realize that you don’t know the whole story. Other’s success Doesn’t Impact Yours.

Step 4 : Focus on Yourself Focus on your talents and assets. Change what You can and accept what you cant. Spend Time With Grateful People. Start a Gratitude Journal. Remind Yourself That You are in Control.

How to manage Envy in Team

Share Power :By sharing the glory with subordinates

and rewarding them with responsibility and credit helps in developing

motivated future leaders and also promotion for building up others.

Make what is scarce plentiful :Giving time to each of the team member for discussing results in more collaborative meetings. Also sharing resources with other teams will also help tame down envy in an organization.

Give enviers and their targets different spheres of influence :

It will allow two men to learn from each other, their work will not be

directly comparable. They can not be evaluated using the same metrics.

Beware of Linguistic Triggers :

Praising someone too much is not right. Instead of singling out innovators, encourage collaborative practices and reward creative thievery.

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Envy can cause real damage both to your career

and to organization’s success. Denying and concealing envy will make the

problem worse. It can be controlled.

By confronting your feelings and replacing negative habits of thinking with more productive ones, you will become more open to others, more receptive to change and more fulfilled at work.

Conclusion

THANK YOU !