Impact of Inappropriate Employee Behavior: Lessons from the Jocelyn Chia Incident "Oh, Malaysia. F*ck you, a**hole"

A Singaporean stand-up comedian recently faced criticism after making controversial remarks about Malaysia and the missing MH370 flight, which were shared on social media. The comedian, Jocelyn Chia, directed negative comments towards Malaysia, leaving many Malaysians displeased.

Credit: Crux

During her performance, Chia began by discussing the historical background of Singapore and its separation from Malaysia. When an audience member revealed they were from Malaysia, Chia responded with offensive language, saying, "Oh, Malaysia. F*ck you, a**hole." 

The audience reacted with laughter as she continued comparing Singapore and Malaysia. Chia referenced Lee Kuan Yew, the former Prime Minister of Singapore, and used his emotional reaction to Singapore's separation from Malaysia as an opportunity for more jokes. She highlighted Singapore's progress as a first-world country while mocking Malaysia as a developing nation.

In a 90-second clip that went viral, Chia made jokes about some Malaysians being unable to visit Singapore due to plane issues, referencing the MH370 incident. She defended her remarks by stating that not all jokes land and claimed they were well-received in Singapore.

Towards the end of the clip, Chia sarcastically mentioned the possibility of receiving a negative review on Yelp, stating that it wouldn't matter since Malaysians supposedly don't have internet access.

While the live audience may have found humour in Chia's jokes, online netizens expressed their disapproval, particularly regarding the insensitive joke about the missing flight, which many felt crossed a line.

 

What Harith Iskander and Syed Saddiq Have to Say

Prominent Malaysian stand-up comedian, Harith Iskander, emphasized the importance of sensitivity and empathy in stand-up comedy, urging comedians to be mindful of the sentiments of their audience. Iskander addressed a joke by Singaporean comedian Jocelyn Chia about the missing Malaysia Airlines flight MH370, which sparked criticism among Malaysians on social media.

Credit: Adola Tube

In a two-minute video shared on Instagram, Iskander acknowledged the freedom of expression that comedians require but stressed the need for responsible and considerate material, particularly when touching on personal or tragic subjects. He highlighted the potential impact of comedians' words. He emphasized the subjective nature of comedy, where what may be funny to one person might not be amusing to another.

Iskander suggested that Chia should have been more thoughtful when crafting her jokes, especially when targeting Malaysian audiences and referencing the MH370 incident. He expressed the expectation that comedians, as artists, would be discerning about the content they deliver and the potential consequences of their humour.

Muar parliament member Syed Saddiq Syed Abdul Rahman also took to social media to address the insensitivity of Chia's joke. He stated in his tweet that using a tragedy as a source of entertainment displayed "bad taste". He encouraged maintaining positive relations between Singapore and Malaysia, despite the actions of one individual. Syed Saddiq urged people to learn from such incidents and avoid making light of others' misfortunes.

Overall, the response from Harith Iskander and Syed Saddiq reflected a call for comedians to exercise empathy and discretion in their performances, considering the impact their jokes can have on individuals and communities affected by sensitive topics.

 

HR Professionals: Addressing Inappropriate Behavior in the Workplace

 

#1 Maintaining Professionalism in the Workplace

Maintaining professionalism in the workplace is crucial for fostering a positive and respectful environment. The recent incident involving stand-up comedian Jocelyn Chia serves as a reminder of the potential consequences of inappropriate behaviour, even outside the office. HR professionals play a vital role in ensuring that employees understand and adhere to acceptable standards of conduct.

 

#2 Reputation and Brand Image

In today's digital age, an employee's actions can quickly become public, potentially impacting the reputation and brand image of the organization they represent. Just as Jocelyn Chia's jokes about Malaysia and the MH370 flight sparked outrage and negative attention, an employee who engages in inappropriate behaviour can tarnish their employer's reputation.

For example, imagine an employee of a multinational company posting discriminatory or offensive content on social media. Such behaviour not only reflects poorly on the individual but can also be associated with the company they work for, leading to a damaged brand image and potential loss of customer trust.

 

#3 Employee Morale and Engagement

Inappropriate employee behaviour, primarily targeting specific groups or perpetuating stereotypes, can significantly impact employee morale and engagement. When employees witness or experience disrespectful behaviour from their colleagues, it creates a toxic work environment that can lead to decreased job satisfaction, increased turnover, and lower productivity.

For instance, if an employee within a team consistently makes derogatory remarks or jokes about a particular ethnicity or gender, it can create a hostile environment for affected employees. This can result in decreased collaboration, strained relationships, and diminished overall team performance.

 

#4 Legal and Compliance Issues

Inappropriate employee behaviour can also raise legal and compliance issues for organizations. When employees engage in discriminatory actions or harassment, they may violate anti-discrimination laws and workplace policies. This can expose the organization to legal liabilities, including costly lawsuits and damage to its reputation.

For example, suppose an employee makes derogatory comments about a colleague's ethnicity. In that case, it may constitute racial discrimination, leading to potential legal action against the organization for failing to address such behaviour and provide a safe work environment.

 

#5 Impact on Employee Relations

Inappropriate employee behaviour can strain relationships among coworkers and between employees and their supervisors. It erodes trust, creates team divisions, and hampers effective communication and collaboration. This can have a detrimental effect on employee morale, teamwork, and overall organizational culture.

For instance, if an employee consistently exhibits behaviour similar to Jocelyn Chia's, openly insulting and demeaning colleagues or making inappropriate jokes, it can lead to strained relationships, decreased cooperation, and a breakdown in the sense of unity within the workplace.

 

Ensuring a Respectful and Inclusive Workplace Culture

HR professionals must proactively foster a respectful and inclusive workplace culture to mitigate the potential negative impacts of inappropriate employee behaviour. This includes:

1. Establishing clear policies and guidelines: HR should develop comprehensive policies that outline expected standards of conduct, including guidelines for appropriate behaviour inside and outside the workplace. These policies should be communicated to all employees and regularly reinforced.
2. Conducting training and education programs: HR should provide training sessions on diversity and inclusion, sensitivity, and unconscious bias. These programs can help employees understand the importance of respectful behaviour and develop the necessary skills to engage in constructive interactions.
3. Enforcing policies consistently: HR should ensure that policies are consistently enforced, and appropriate disciplinary measures are taken when violations occur. This sends a clear message that inappropriate behaviour will not be tolerated.
4. Encouraging reporting and addressing complaints: HR should establish mechanisms for employees to report incidents of inappropriate behaviour confidentially and without fear of retaliation. Employees should be encouraged to report misconduct or inappropriate behaviour, and HR should promptly investigate and address such complaints. This demonstrates a commitment to maintaining a safe and respectful workplace for all employees.
5. Promoting a culture of inclusivity and respect: HR should actively promote a culture of inclusivity and respect through ongoing communication, employee engagement initiatives, and fostering a sense of belonging. This can include organizing diversity and inclusion events, celebrating different cultures, and recognizing and rewarding behaviours that align with the organization's values.
6. Leading by example: HR professionals and organizational leaders should exemplify the expected behaviour and set the tone for a respectful and inclusive work environment. Demonstrating respectful conduct, communicating openly, and addressing issues promptly and effectively create a positive example for employees.