The manager’s described behavior is bad, but the author’s reactions and responses are also bad. This reads like a meeting of two flawed personalities, neither of whom is willing or capable of adapting to difficult interpersonal situations.

The appropriate response to the (obviously) unhealthy manager in the situations described is to tactfully de-escalate while beginning the process of switching teams. Instead, the author seems fixated on “winning” every disagreement. If you think you can undermine your manager and backseat drive their processes, however flawed they may be, you are not going to produce positive outcomes for yourself or the team as described in the article.

A common misunderstanding of less mature employees is that only one person can be in the wrong in an interaction. The author writes as if the manager’s wrongdoings are a free pass for them to respond however they felt like, but the described responses come off as petty and unprofessional. Both parties can be in the wrong in interpersonal conflict situations, and these writings are a good example of what that looks like.

Going so far as to create a website publicly defending one’s behavior while seemingly oblivious to the fact that the described behavior is not a good look is an immature move. If I found this person’s resume in our application queue I would be extremely hesitant to hire them anywhere except maybe under the close guidance of a very strong manager who could mentor them closely and who wouldn’t hesitate to remove them from the company if they started demonstrating signs of combativeness or being a disgruntled employee. Advertising your “disgruntled fired employee” status online is not a good look, especially when you describe your own unprofessional behaviors in the process.