Who doesn’t know the cheerfully sung story of Rudolph, the red-nosed reindeer:
Rudolph, the red-nosed reindeer
had a very shiny nose.
And if you ever saw it,
you would even say it glows.
All of the other reindeer
used to laugh and call him names.
They never let poor Rudolph
join in any reindeer games.
If we take a closer look at the story of Rudolph the reindeer, we come across a serious problem in the reindeer society of the North Pole: structural bullying in Santa’s staff. Rudolf, the tragic reindeer with his bright red nose, is mercilessly excluded and mocked by his reindeer colleagues. But why?
The problem of otherness
Rudolf’s nose glows – a first in reindeer biology. His colleagues do not react with curiosity or admiration, but with malice. In the language of industrial psychology, this is called otherness-intolerant reindeer-hierarchies. They act according to the motto: “If you don’t look like us, you don’t belong!” Here we see a deep-rooted fear of the unknown. No wonder Rudolf feels isolated. If Rudolf were on social media today, he would probably have a TikTok channel on which he protests against cyberbullying.
Santa Claus as a crisis manager
Interestingly, Santa Claus ignores the problem until he is in a fog crisis. This shows a classic leadership problem: conflicts in the team are only addressed when they affect productivity.
Rudolf has been bullied for years, and Santa Claus ignores it. There are no team meetings, no anti-bullying workshops, and no talks with the works council. It is only when an unexpected fog paralyzes the company that Santa realizes that Rudolf’s glowing nose could be an advantage. Rudolf is not promoted because of his special qualities, but only because his nose replaces the GPS.
The question remains: would Santa have ever given Rudolf a chance if the fog had not appeared? Probably not. It seems that Santa Claus is primarily interested in efficiency and less in promoting talent.
Opportunistic friendships
As soon as Rudolf has successfully led the sleigh through the fog, the other reindeer cheer him on:
“Then how the reindeer loved him!”
A classic story of fake friendship with a gain in status. You might think Rudolf had won the lottery or suddenly become an influencer with a community of millions of followers.
This shows a classic pattern of opportunistic group behavior. Unless someone does not help to solve a problem, they are excluded. But as soon as they offer an advantage, they are readily accepted into the group. But is this friendship real? Or is it just a PR move by the reindeer gang to polish their battered image?
Let’s imagine that Rudolf had not been able to lead the sleigh for some reason. Would the other reindeer ever have apologized to him? Probably not. His integration is based on his usefulness, not on real respect.
Rudolf – A tragic hero
Although Rudolf is celebrated in the end, there is a bitter aftertaste. He may have found his place in the team, but at what cost? Is he really accepted, or is he part of the team just because of his usefulness?
The pressure of success: From now on, Rudolf will always be the one leading the sleigh when things get difficult. What happens if one day he has a cold and his nose doesn’t light up? Will he be excluded again?
The trauma of bullying: The years of ridicule and exclusion cannot simply be made up for with a Christmas Eve. One could speculate that Rudolf needs psychological support to process these experiences.
Perhaps Rudolf will write his memoirs at some point: “From Turnip to Savior: My Life with the Red Nose.”
Lessons for the future
Celebrate differences: Being different should be seen as a strength, not a weakness. A glowing nose could be life-saving in the right situation – and that is exactly what Rudolf has proven. Perhaps diversity training for the entire reindeer team would be the right way to go.
Managers should take a look: Santa should have intervened earlier to prevent the bullying. A good manager promotes diversity and ensures a harmonious team.
Genuine apologies count: The other reindeer should not only celebrate Rudolph, but also offer him a sincere apology. Nothing heals the wounds of bullying better than genuine remorse.
In the end, the question remains: did Rudolph really win, or is he just a shining example of instrumentalized inclusion?
The Christmas message behind Rudolph
The story of Rudolph may have started as a children’s song, but it has a lot to tell us – about dealing with difference, the challenges of teamwork and the importance of good leadership. Maybe we should all be a little more like Rudolph: bright, brave and ready to use our unique skills even if the world doesn’t understand them at first.
Santa should consider hiring a diversity manager for his reindeer troop.
Let’s hope Rudolph’s contract at least includes a good Christmas bonus provision!
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