“My Dad” syndrome is a phenomenon that can occur when family members, particularly fathers, are in management positions within a company, and their children or other family members work under them. The term refers to the perception that the family member in the management position uses their power and influence to give preferential treatment to their relatives, often at the expense of other employees.
When it comes to working at an airline with family members, the “My Dad” syndrome can manifest in a variety of ways. For example, a father who is a manager may give his son or daughter preferred shifts or assignments, or may overlook their mistakes while holding other employees to a higher standard. This can create resentment among other employees, who may feel that they are being treated unfairly.
Additionally, family members who work together may find it difficult to separate their personal and professional relationships. Conflicts and tensions that arise at home may carry over into the workplace, creating a hostile work environment.
However, it’s not always a negative situation, having family members working together can also be a positive experience for everyone involved. For example, family members may have a deeper understanding and trust of one another, which can help them to work together more effectively. They can also be more understanding and flexible when it comes to balancing work and family responsibilities.
To avoid “My Dad” syndrome and ensure a positive experience for all employees, it’s important for family members who work together to establish clear boundaries and communicate openly and honestly with one another. They should also be aware of the potential for conflicts and tensions to arise and make a conscious effort to avoid any appearance of favoritism.
