The Oba of Lagos, Oba Rilwan Aremu Akiolu, recently, humiliated the Ooni of Ife, Oba Adeyeye Enitan Ogunwusi at a public function.

In the 25 seconds video which has gone viral, the Ooni of Ife is seen arriving the venue of the event which had the Oba of Lagos, Oba Rilwan Akiolu II, sitting beside an unidentified Oba.



The Ooni walked over to greet the obas, but as soon as he offered the Oba of Lagos his hands, Oba Akiolu looked away and dismissed him with a wave of the hand.

The embarrassed monarch quietly returned to his seat.

The incident, however, sparked outrage on the social media as many commentators condemned Oba Akiolu, describing his action as unbecoming of a Yoruba monarch.

In Yoruba history however, the major kings who are referred to as Imperial majesties are the Ooni of Ife, the Alaafin of Oyo, the Awujale of Ijebu land and of course the Oba of Benin. Every other monarch in the Yoruba land are considered Royal majesties which makes them subordinates to the aforementioned. Needless to say, this makes the Oba's action, one of insubordination.

This happens in every office or the other where older people can't seem to respect the new younger boss. As older workers stay on the job longer, as in the case of Oba Akiolu II who can only be replaced when he dies, I think employers need to provide more leadership training for younger bosses to work with older workers just as the young Ooni needs to come to the full understanding of the weight of his position and learn to act accordingly. That way, everyone knows their place and we all go home happy.


https://www.youtube.com/watch?v=sV42xFPy6lw

In the meantime, here are my six top tips if you're struggling with working with an insubordinate person.

1.Maintain a Positive Attitude

As difficult as it may be, it's important to avoid lowering yourself to the employee's level. This is one thing the Ooni of Ife didn't dabble with and we're glad he took the high road. Even if the employee is throwing insults and negative comments your way, you should keep your temper in check and show only your most professional face. Instead of publicly chastising the employee, wait until the meeting is complete and schedule a private meeting in your office. Initially, try asking the employee to express any concerns and offer to repair any issues you can. Employees tend to feel more positive when they believe their opinions matter to the organization as a whole. If this doesn't work, it may be time to begin documenting behaviors in preparation for eventual disciplinary action.

2.Document Expectations

If discipline should become necessary, having your expectations of that employee clearly outlined in writing will help. This should be presented as soon as possible after a new worker is hired and revisited at least once a year to ensure those expectations are being met. Outline the duties of that specific job and make sure the employee has the support necessary to complete those duties. Many issues of disgruntled employees are the result of a lack of communication. As I said earlier there needs to be a meeting that reassigns roles and lets everyone know who they can and can't shun.

3.Resist Micromanaging

Being a successful manager means finding the right people and trusting them to do the job they were hired to do. If you micromanage your employees, you'll probably find they begin to resent your interference. This trust may lead an employee to rebel against the oversight, to lash out at you instead of simply asking to be entrusted with more responsibility. Through transformational leadership, leaders are more likely to create empowered, motivated employees who know their place within the organization. Call occasional meetings to not only have your employees share what they're doing but also to detail what you're doing.

4.Accept Blame

In some instances, like the Ooni's you have probably wined and dined with children or even grand chuildren of your older subordinate and so it even feels awkward to even respect you; this however is not reason enough for insubordination but you shouldn't even take chances.

Basically, my point is sometimes, the supervisor shares the blame in creating an environment of disrespect. Through being too lax in your management style, you may be encouraging an environment in which employees feel as though they have little guidance. If you directly, and privately, address these issues as you notice them, you may be able to improve your management style and earn your entire team's respect.

5.Draw the Line

Once you've taken measures to create a positive work environment but to no avail, it's time to have a stern talk with the unhappy employee. Mention specific instances when you felt the employee behaved inappropriately toward you, and let the employee know that while you're available to discuss any issues the employee is having, you expect a certain level of respect in return. By helping the employee see the impact these negative behaviors have on the team as a whole, you may be able to curtail the problem before it gets worse.

6.Discipline Insubordination

If your efforts are still not effective in improving the employee's overall attitude, you'll probably have to initiate disciplinary action. Attitudes can be subjective, so it's important to focus on specific behaviors. Insubordination can be a disciplinary behavior, especially when the behavior is in direct opposition to an employee's documented job description. During discipline, let the employee know that there will be consequences if the insubordination continues and remind him of his job's responsibilities. As difficult as it is to lose an employee, the loss may be a relief if the employee is a toxic influence on the office as a whole.

In light of this, tell us, what do you think the Ooni should have done in response to the Oba's actions apart from retreating quietly to his seat of course?

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