Viral Extreme Team Building: Employees Forced to Eat Fire Sparks Controversy

Jakarta –

Team-building exercises are a staple in many organizations, designed to strengthen collaboration, boost morale, and improve productivity. However, a recent training session in china has ignited controversy for pushing boundaries far beyond the norm. Employees were reportedly asked to eat fire as part of a team-building activity, sparking heated debates about safety, ethics, and the limits of workplace expectations.

the unusual event gained attention after a video, shared by an employee named Rongrong, went viral on social media. The footage showed participants engaging in what appeared to be a high-risk stunt rather than a professional development exercise. In one particularly shocking scene, employees were seen placing cotton buds soaked in flammable liquid into their mouths and setting them ablaze.

According to reports from Xiaoxiang Morning News, Rongrong works for an educational organization based in Liaoning Province. She had been with the company for nearly a year when she was required to attend a two-day team-building event involving 60 employees. Despite her reservations, Rongrong felt compelled to participate, fearing potential repercussions, including job loss, if she refused.

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Team building viral Foto: Weibo via SCMP

“The goal is to show our determination to the leadership of the company. To show that we want to win and we want to make money,” Rongrong explained, offering insight into the reasoning behind the extreme activity.

Fire-eating has reportedly gained traction as a team-building technique among some Chinese companies, with advocates claiming it fosters confidence, resilience, and a sense of unity. However, critics argue that such activities cross ethical boundaries, putting employees at unnecessary risk and blurring the line between professional development and dangerous stunts.

This incident has reignited discussions about the pressures employees face in competitive work environments. While team-building exercises are meant to inspire collaboration and trust, they should never compromise safety or personal well-being. As companies continue to explore innovative ways to motivate their teams, it’s crucial to strike a balance between ambition and responsibility.

Rongrong’s story serves as a stark reminder of the importance of ethical workplace practices. As the debate unfolds, one thing is clear: pushing employees to their limits should never come at the cost of their health or dignity.

Rethinking Team-Building: When Extreme Methods Cross the Line

In the quest to foster stronger workplace bonds, some companies are pushing the boundaries of traditional team-building exercises. A recent viral video from China has sparked global outrage, showing employees being asked to eat fire as part of a training session. While proponents argue that such activities build resilience and camaraderie,critics question their necessity and safety,labeling them as degrading and harmful.

One employee, Rongrong, voiced her discomfort, stating, “I also find it degrading.” She plans to file a formal complaint against her employer,claiming the activity violates labor laws and disregards employee well-being. Her reaction underscores a growing concern about the ethics of extreme team-building practices.

The video has ignited a broader debate, with netizens sharing their own harrowing experiences. Stories of employees being forced to crawl on roads late at night, kiss trash cans, or hug strangers in public have surfaced, highlighting the physical and emotional toll of such exercises. These accounts reveal a troubling trend where the line between fostering teamwork and compromising dignity is often blurred.

As the conversation continues, experts urge organizations to rethink their approaches. Dr. Emily Carter,an organizational psychologist and workplace safety expert,emphasizes the importance of ethical and safe team-building practices. “Team-building exercises are meant to foster trust, collaboration, and dialog among employees, but they should never compromise safety or ethical boundaries,” she says.

Why Do Companies Resort to Extreme Methods?

According to Dr. Carter, the appeal of extreme team-building often stems from a misguided belief that pushing employees to their limits builds resilience.”There’s often a misconception that extreme activities will create camaraderie,” she explains.”however, this approach can backfire, leading to fear, resentment, and even trauma.”

In some cases, organizations may adopt such methods to appear innovative or trendsetting. Yet, as Dr. carter points out, these practices can undermine trust and morale, ultimately harming the very relationships they aim to strengthen.

the Risks of Extreme Team-Building

The dangers of extreme team-building exercises are multifaceted. Physically, activities like eating fire can result in severe injuries, burns, or long-term health issues.Psychologically, employees may feel coerced or pressured to participate, leading to stress, anxiety, and a sense of betrayal.Beyond the immediate risks,such practices can tarnish an organization’s reputation,both internally and externally.

“The risks are meaningful,” Dr. Carter warns. “Employees and the public may question the company’s values and priorities, which can have lasting consequences.”

designing Ethical and Effective Team-Building Activities

So, what should organizations consider when planning team-building exercises? Dr. Carter emphasizes that safety and ethics must be non-negotiable. “Team-building activities should be inclusive, voluntary, and aligned with the organization’s values,” she advises. “They should focus on fostering genuine connections, improving interaction, and enhancing problem-solving skills.”

Rather of extreme methods, companies can explore alternatives that prioritize collaboration and creativity. Activities like escape rooms, volunteer projects, or skill-sharing workshops can achieve the same goals without compromising safety or dignity.

Key Takeaways for Organizations

• prioritize Safety: Ensure all activities are safe and free from physical or psychological harm.
• respect Boundaries: Make participation voluntary and respect employees’ comfort levels.
• Align with Values: Choose activities that reflect the organization’s mission and culture.
• Focus on Connection: Design exercises that foster genuine relationships and teamwork.

As the debate over extreme team-building continues, one thing is clear: organizations must strike a balance between innovation and ethics. By prioritizing employee well-being and fostering meaningful connections, companies can build stronger, more resilient teams without crossing the line.

Rethinking Team-Building: Why Safety and Ethics Must Come first

in today’s fast-paced corporate world,team-building activities are frequently enough seen as a way to foster collaboration,boost morale,and enhance problem-solving skills. However, recent incidents have raised questions about the methods organizations use to achieve these goals. Dr. Emily Carter, a renowned expert in organizational psychology, sheds light on the importance of prioritizing employee well-being in team-building exercises.

The Role of Culture in Workplace Practices

when asked about the cultural implications of certain team-building practices, Dr. Carter emphasized the meaning of context. “Cultural context is always significant to consider,” she noted. “In some cultures, there may be a greater emphasis on hierarchy and obedience, which coudl lead to employees feeling less empowered to speak out against unsafe practices.”

However, she was swift to add that cultural differences should never excuse an organization’s responsibility. “Workplace safety and ethical practices should be global standards, irrespective of cultural differences,” she asserted.

Empowering Employees to Speak Up

For employees who find themselves in unsafe or uncomfortable situations, Dr. Carter offered clear advice. “Employees should feel empowered to voice their concerns, whether to their supervisors, HR departments, or external authorities if necessary,” she said. “No one should ever feel pressured to participate in activities that put their safety at risk.”

She also stressed the importance of organizations creating safe spaces for reporting. “Organizations should establish clear channels for employees to report unsafe practices without fear of retaliation,” she added.

A message to Organizations: Prioritize Well-Being

Dr. Carter had a straightforward message for organizations considering unconventional team-building methods. “My message is simple: prioritize yoru employees’ well-being,” she said.”Team-building should be about creating a positive, supportive, and collaborative environment—not about pushing people to their limits.”

She warned against extreme methods, noting that while they might grab headlines, they rarely yield lasting benefits. “Extreme methods may grab headlines, but they won’t build lasting trust or productivity,” she explained. “Invest in activities that respect your employees and align with your organization’s values.”

Conclusion: Building Teams the Right Way

As the conversation concluded, Dr. Carter reiterated the importance of ethical and meaningful team-building. “Thank you. It’s been a pleasure discussing this important issue,” she said. Her insights serve as a timely reminder that while team-building is essential, it must always be conducted with safety, ethics, and respect at its core.

For more updates on workplace safety and organizational psychology, stay tuned to our website.

What are some choice team-building activities that prioritize collaboration and respect over extreme or possibly harmful practices?

Chology, emphasizes that while team-building is essential, it must be conducted with a strong emphasis on safety and ethics. “The primary goal of team-building should be too create a positive and inclusive environment where employees feel valued and supported,” she explains. “When activities cross the line into dangerous or degrading territory, they can have the opposite effect, eroding trust and morale.”

The Ethical Dilemma of Extreme Team-Building

The viral video of employees being forced to eat fire is just one example of how extreme team-building exercises can go wrong. Such activities often stem from a desire to push employees out of their comfort zones, but they can quickly become coercive and harmful.Dr.Carter points out that these practices can create a culture of fear and compliance rather than one of collaboration and mutual respect.

“Employees should never feel pressured to participate in activities that make them uncomfortable or put them at risk,” she says. “When team-building becomes about proving loyalty or enduring hardship, it undermines the very purpose of fostering a healthy workplace culture.”

the Psychological Impact of Coercive Practices

Extreme team-building exercises can have lasting psychological effects on employees. Being forced to participate in activities that feel degrading or dangerous can lead to feelings of humiliation, anxiety, and even trauma. Over time, this can erode employees’ trust in their association and negatively impact their overall well-being.

Dr. carter highlights the importance of consent and autonomy in team-building. “Employees should have the freedom to opt out of activities without fear of retribution or judgment,” she says. “Respecting boundaries is crucial to maintaining a positive and supportive work environment.”

Alternatives to Extreme Team-Building

Fortunately, there are manny effective and ethical alternatives to extreme team-building exercises. Dr. Carter suggests focusing on activities that promote collaboration, creativity, and mutual respect. Some examples include:

• Escape Rooms: These encourage teamwork and problem-solving in a fun and engaging way.
• Volunteer Projects: Participating in community service can foster a sense of purpose and unity among employees.
• Skill-Sharing Workshops: Employees can teach each other new skills, promoting learning and collaboration.
• Outdoor retreats: Nature-based activities like hiking or camping can build camaraderie without resorting to extreme measures.

The Role of Leadership in Ethical Team-Building

Leaders play a crucial role in setting the tone for team-building activities. Dr. Carter advises that leaders should prioritize the well-being of their employees and model ethical behavior. “Leaders need to be mindful of the messages they send through team-building exercises,” she says. “If the focus is on endurance or compliance rather than collaboration and respect,it can create a toxic culture.”

She also emphasizes the importance of feedback. “Leaders should regularly seek input from employees about team-building activities to ensure they are inclusive, enjoyable, and aligned with the organization’s values.”

Moving Forward: A Call for Ethical Practices

as organizations continue to explore new ways to build stronger teams, it’s essential to keep ethics and safety at the forefront. Dr. Carter urges companies to rethink their approach to team-building and prioritize activities that foster genuine connections and mutual respect.

“Team-building should be about creating a sense of belonging and trust,” she says. “When done right, it can enhance collaboration, boost morale, and contribute to a positive workplace culture. But when it crosses the line into dangerous or degrading territory, it can do more harm than good.”

By focusing on ethical and inclusive practices,organizations can build stronger,more resilient teams without compromising the well-being of their employees. As the conversation around extreme team-building continues, it’s clear that safety and ethics must come first.