Coercion vs. Undue Influence in a Work Environment
Coercion: Definition: Coercion involves the direct use of force or threat, either physical, mental, or emotional, to make someone do something against their will. Example: A manager threatening an employee with immediate termination unless they work overtime without pay.
Undue Influence: Definition: Undue influence refers to a situation where a person takes advantage of their position of power or a person’s vulnerability to persuade them to make a decision which might not be in that person’s best interest. Example: A senior colleague using his close relationship with the HR department to subtly hint to a junior colleague that refusing a particular assignment could hamper their future promotions, even if that assignment is not part of the junior’s job description.
In essence, while both coercion and undue influence exploit a power dynamic, coercion is more direct and often involves a clear threat, whereas undue influence is subtler, manipulating trust and relationships to persuade individuals indirectly. In a work environment, both can significantly impact morale, productivity, and employee well-being, and organizations should be vigilant in preventing such unethical behaviors.
