Insubordination Definition | Example of Insubordination

What is the Definition of Insubordination?

Insubordination in the workplace is when a worker refuses to obey a supervisor or does not show respect to a person in authority. It is typically the flat-out refusal to comply with a reasonable request from a supervisor, manager, or employer.

Insubordination can be defined by a few key elements:

Resisting Direct Order: The employee disobeys a direct order of their supervisor, subject to the proviso that the request is reasonable, legal, and within his or her authority.
Disrespectful Conduct: It is also insubordinate to be disrespectful in speaking or acting to supervisors. This means yelling at them, using profanity, or making insulting comments.
Company Policy Violations: Breaking rules and expectations, especially when you are told to do so in a direct manner, can be insubordination.

Examples of Insubordination

The manager asks the employee to attend an upcoming meeting, and he refuses without giving a valid excuse.
The employee refuses to do a job that is part of their job description.
The worker shows disrespect to the supervisor by making insults, rude gestures, and other forms of open hostility.

What is not Insubordination?

Some situations may look like insubordination, but they are not usually considered to be such.

Refusal based on Safety Concerns: An employee who refuses to comply with an order that they believe is unsafe or illegal is not insubordinate. Employees are entitled to refuse to perform tasks that could harm their health or be against the law.
Miscommunication: An employee might refuse to comply with an order due to a genuine miscommunication and not an intentional act of disobedience.
Constructive Criticism: Giving feedback or disagreeing with the opinion of the supervisor politely without refusing to obey the directive is not generally termed insubordination.

Consequences for Insubordination

The severity of the offense and company policy can determine the consequences. Some common actions are:

Verbal Warnings: Insubordination issues are often documented with formal warnings.
Disciplinary Actions: Depending on context and frequency, disciplinary measures such as suspension, demotion, or expulsion may be taken.
Termination: In extreme cases or cases of continued insubordination, termination could be the result.

How Do You Handle Insubordination?

Employers generally handle insubordination through direct communication, incident reporting, and persistent disciplinary action according to the organization’s policies. Addressing the cause of the employee’s insubordination and maintaining open channels of communication can help resolve any likely problems.

Insubordination is an issue that employers and employees should be aware of. When an employee disagrees that an order is not right, it’s necessary to be calm. Talk over issues with your supervisor and report to HR if the situation does not resolve itself.

Insubordination Example

If Karen, a supervisor, instructs her employee John to submit a report at the close of the workday. Karen has clearly instructed John to complete this task, which is within his responsibilities. John tells Karen, without any explanation, “No, that’s not what I will do.” Find someone else.” He refused in a disrespectful and defiant tone.

John’s behavior is considered subordination because:

He has disobeyed a direct order from his boss.
This is a reasonable task, and it is part of his work responsibilities.
The disobedience is a sign of disrespect to the boss and disrespect.

John would not have been considered insubordinate if he had provided a valid reason, for instance, an excessive workload or a conflicting timeline deadline. He would have expressed his concerns respectfully. The explicit refusal and disrespect are what characterize this instance of insubordination.