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Unwarranted Promotion at Work May Cause Problems

Unwarranted Promotion at Work May Cause Problems

New research finds that obtaining a raise, promotion, or any other type of unanticipated gain in status at work may come with unanticipated and unwanted baggage.

Investigators from Ohio State University discovered the burden often accompanies an unearned boost in status.

Researchers studied American employees of a Japanese firm who didn’t enjoy particularly high status with the company — until it adopted English as its official language. Then, all of a sudden, Japanese employees who didn’t speak English had to rely a lot more on their American counterparts.

While the American employees enjoyed their sudden boost in status, they also had some misgivings, said Tracy Dumas, Ph.D., a co-author of the study.

“It wasn’t all positive. It was very obvious that the American employees knew that they lucked into this change of status and were very aware that the status boost was not tied to their performance or achievement,” Dumas said.

“They had a feeling that their good luck was unstable, that another new policy could reverse their good fortune.”

The study highlights the dynamic nature of status in organizations, whereas other studies often treat status as a stable property — you have high status or you don’t.

The study also shows that the experience of status gains at work, typically viewed as completely positive, may be more complex than often assumed, Dumas said.

Dumas conducted the study with Tsedal Neeley, Ph.D., associate professor at the Harvard Business School. Their research appears online in the Academy of Management Journal and will follow in a future print edition.

Investigators studied employees at an unnamed multibillion-dollar high-tech firm headquartered in Tokyo. English was named the company’s official language a year before the study. In the announcement, the CEO stipulated that all employees would need to show sufficient skill with English (as measured by a test) within two years or be subject to demotion.

At the time of the announcement, only about 10 percent of the company’s Japanese workforce had adequate English skills. About five percent of the company’s workforce was native English speakers.

For the study, researchers led by Neeley interviewed 90 native English-speaking American employees of the company about their experiences and thoughts concerning how they were affected by the language mandate.

Dumas said that, before English was named the official language, the American employees generally felt lower in status than their Japanese counterparts, and perceived limitations to their opportunities for advancement in the company.

After the announcement, the Americans saw their status rising within the company, but with some uncomfortable side effects.

“They thought ‘I was nobody last week, but this week I’m somebody.’ Their Japanese colleagues were now coming to them and asking them to read their memos before they sent them out, to make sure the English was proper. They were definitely enjoying that, but it was not a 100 percent positive feeling,” Dumas said.

For one, they knew that this status boost was given to them — they didn’t earn it — and they knew it could be taken away.

“There was a clear sense of a lack of control,” Dumas said.

“They couldn’t tie this status boost to something they did. If you earn it, you feel some sense of control and certainty about your new position within the company, but they didn’t have that.”

As discovered in interviews, some of the American workers expressed remorse when discussing the turn of events from the perspective of their Japanese counterparts. They talked about how hard it must be for them and some wondered how they would have reacted if Japanese was named the official language.

In order to assuage their own guilt about this unearned status boost, many American employees rationalized about how this was actually good for the Japanese employees.

“They said things like ‘this is really hard on them now, but learning English will be good for their careers,'” Dumas said. “The Americans were convincing themselves that their Japanese colleagues benefitted from the change as well.”

While this study focused on a language mandate, Dumas said there are a lot of different ways that employees may find their status has changed within their company for reasons they didn’t control.

“Steve Jobs elevated designers at Apple, somewhat at the expense of engineers,” Dumas said. “The work didn’t necessarily change, but suddenly designers saw their value rise at Apple.”

It could even be a less obvious change in status. A new manager may favor more introverted employees at his firm that more match his own style.

But whatever the reasons, managers should pay close attention to how changes in status affect all employees at their companies.

“Managers have to consider how changes will shape power and status dynamics and how people work together,” Dumas said. “And they need to realize that even employees who have seen a boost in status may be experiencing some negative feelings about the change.”

Source: Ohio State University

Unwarranted Promotion at Work May Cause Problems

Rick Nauert PhD

Rick Nauert, PhDDr. Rick Nauert has over 25 years experience in clinical, administrative and academic healthcare. He is currently an associate professor for Rocky Mountain University of Health Professionals doctoral program in health promotion and wellness. Dr. Nauert began his career as a clinical physical therapist and served as a regional manager for a publicly traded multidisciplinary rehabilitation agency for 12 years. He has masters degrees in health-fitness management and healthcare administration and a doctoral degree from The University of Texas at Austin focused on health care informatics, health administration, health education and health policy. His research efforts included the area of telehealth with a specialty in disease management.

APA Reference
Nauert PhD, R. (2018). Unwarranted Promotion at Work May Cause Problems. Psych Central. Retrieved on December 1, 2020, from
Scientifically Reviewed
Last updated: 8 Aug 2018 (Originally: 17 Jun 2015)
Last reviewed: By a member of our scientific advisory board on 8 Aug 2018
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