I’m not sure this follows. I have had managers who displayed unnecessary hostility towards me when in front of their own superiors, but had no proper dominance or control over me to speak of.
In one case, I held said manager in the palm of my hands and tolerated the hostility in light of the fact that his display of dominance to his superior increased said superiors’ allotment of resources to our team, which in turn made my own life easier and overall more enjoyable even after factoring out the hostility itself.
(for context, I had an indirect veto power over that manager: I could credibly threaten to quit, since I wasn’t dependent on the job and had a guarantee of having a new one secured for me within a week, while they stood to lose some productivity by having to hire and train a new employee up to my skill level—they had a lot more to lose than me and the costs of hiring and training stood to be far higher than the costs of adjusting for minor demands on my part)
On the other hand, I’m slightly more inclined than usual to believe I’m misinterpreting you, given my current state of mind and (lack of) awareness.
Note that my own assertion was (with emphasis added):
That isn’t true (or at least doesn’t follow).
I am not claiming that it is not ever possible to mimic dominance displays in some context without actually having dominance. I am claiming that using behaviors that actually successfully dominate is not mimicking dominance. Said dominance may in turn be done for the purpose of mimicking something else.
I am not claiming that it is not ever possible to mimic dominance displays in some context without actually having dominance. I am claiming that using behaviors that actually successfully dominate is not mimicking dominance. Said dominance may in turn be done for the purpose of mimicking something else.
I’m not sure this follows. I have had managers who displayed unnecessary hostility towards me when in front of their own superiors, but had no proper dominance or control over me to speak of.
In one case, I held said manager in the palm of my hands and tolerated the hostility in light of the fact that his display of dominance to his superior increased said superiors’ allotment of resources to our team, which in turn made my own life easier and overall more enjoyable even after factoring out the hostility itself.
(for context, I had an indirect veto power over that manager: I could credibly threaten to quit, since I wasn’t dependent on the job and had a guarantee of having a new one secured for me within a week, while they stood to lose some productivity by having to hire and train a new employee up to my skill level—they had a lot more to lose than me and the costs of hiring and training stood to be far higher than the costs of adjusting for minor demands on my part)
On the other hand, I’m slightly more inclined than usual to believe I’m misinterpreting you, given my current state of mind and (lack of) awareness.
Note that my own assertion was (with emphasis added):
I am not claiming that it is not ever possible to mimic dominance displays in some context without actually having dominance. I am claiming that using behaviors that actually successfully dominate is not mimicking dominance. Said dominance may in turn be done for the purpose of mimicking something else.
Ah, thanks. Oops.