In this work we talked about the manipulation of people in the context of managing human potentials. Business in today's circumstances is unpredictable with people and their knowledge being the main basis for acquiring advantage against competitors and gaining bigger attention within an organization than it was before towards the employees. Human capital is different by age, gender, knowledge, skills, adroitness, experience and other factors from organization to organization. It is never the same in all organizations and each organization has to take a different approach in managing them, regarding the goals and expectations of the organization. The goal of the department for human potential is to attract labor force towards the organization, develop that same labor force and reserve the part of the labor force with the most quality, who will then implement their skills and knowledge into the success of the organization. In order to direct the employees to certain goals, various methods of manipulation are used. In the context of managing human potentials, manipulation is defined as a means of stimulation, i.e. directing certain activities of employees towards the realization of both their own and the organization's goals. In public, the term „manipulation“ is not socially accepted and is mostly referred to something that is negative, because it was shown many times that with certains activities an individual or a certain group of people can be led to the realization of goals that are only befenicial to the person called „the manipulator“.