NST Leader: Of Little Napoleons

New Straits Times

6 hours ago

Often observed throwing their weight around and lording over those who rely on them, "Little Napoleons" create tension wherever they go — be it a government department, a corporate office or a school.
While their disruptive presence is widely acknowledged in Malaysian society, little has been done to curb this persistent irritation.
What makes these individuals particularly bothersome is their penchant for imposing unwarranted strictures on straightforward administrative processes — actions they likely deem brilliant, or believe will serve the interests of their superiors.
Such examples stretch back decades: recall how women whose attires failed to meet specific conservative values were subjected to the humiliating "hair-dryer" treatment, seemingly an assertion of moral superiority.
The "Little Napoleon" concept originates from the "Napoleon Complex", also known as the "Napoleon Syndrome" or "Short-Man Syndrome". While often linked to men of short stature who display overbearing public behaviour — a perceived compensation for physical or social shortcomings — the full extent of a Little Napoleon's conduct is rarely visible.
Their actions are, in fact, much worse when unobserved. These individuals shower favouritism on the well-connected or those willing to "pay extra", disregarding established procedures.
They deliberately obstruct or delay services, creating unnecessary bureaucratic hurdles, and demand bribes for essential services or approvals. They also harass and threaten those who challenge their actions, using their influence to suppress dissent.
A clear example is when Raja of Perlis, Tuanku Syed Sirajuddin Putra Jamalullail, criticised the "Little Napoleon" culture at the Kangar Municipal Council after a rebranding initiative, meant to reflect its statewide role, was deliberately undermined; a critique the state's top officials quickly acknowledged.
The "Little Napoleon" phenomenon, far from being a simple nuisance, has bred public distrust, bureaucratic inefficiency and organisational demoralisation.
They resist modernisation, preferring traditional systems that afford them control, and oppose diversity and inclusion to maintain a homogenous workforce they can dominate. And yes, they routinely deflect accountability for their errors.
Tackling this requires comprehensive governance and oversight, including increased transparency, accountability, public education and advocacy to ensure these civil servants are held responsible.
Perhaps establishing an independent ombudsman or internal affairs unit could effectively resolve the problem of Little Napoleons undermining the government's good work.
Public service unions are known to defend "Little Napoleons", dismissing concerns about their impact on service until it's too late. Still, the government should not cower from losing public favour or give in to political blackmail when purging unmotivated, unproductive and uncommitted civil servants. For these "Little Napoleons", it's simple: shape up or get shipped out.