Most conflicts in the workplace can lead to a lot of negative situations, such as being permanently dismissed from your job, work productivity can decrease, it can also increase absenteeism (which is having numerous absences from your job) and sometimes could even result in violence or serious crimes. Employees can get stressed, frustrated, have extreme anxiety, and possibly commit suicide or even homicide. Most people see conflict as only something to be avoided. Contrary to popular belief, conflict is something that can be quite beneficial if handled in the right way. Conflict is a natural part in any society in which people deal with each other on a regular basis.
Organizational behavior - ESLSCA 37C Workplace bullying case study Problem definition: Workplace bullying, is the tendency of individuals or groups to use persistent aggressive or unreasonable behavior against a co-worker or subordinate. Workplace bullying can include such tactics as verbal, nonverbal, psychological, physical abuse and humiliation. It can come in different forms and shapes. • Unwarranted or invalid criticism • Blame without factual justification • Being treated differently than the rest of your work group • Being sworn at • Exclusion or social isolation • Being shouted at or being humiliated • Excessive monitoring or micro-managing • Being given work unrealistic deadline Justification for problem definition: Workplace bullies often operate within the established rules and policies of their organization and their society - Hence they follow the procedure. Bullying in the workplace is in the majority of cases reported as having been perpetrated by management - the impact is usually critical to both the individuals and the business.
Malicious attacks can be brought on by disgruntled employees that want to get back at the organization by disrupting the flow of operation which causes financial loss for the company. There attacks can damage security systems immobilizing the networks for days while security teams try to get the system repaired and back to operation. All kinds of data are vulnerable to these types of attacks because they happen within an organization by people that have access to the credentials required to perform malicious attacks. The potential risks for employee negligence can be high too as small employee mistakes can lead to bigger problems down the road. According to Benson (2012), “Users, data entry clerks, system operators, and programmers frequently make unintentional errors that contribute to security problems, directly and indirectly” (Christopher Benson, 2012).
Burnout is not only a big concern among human services staff but also within the organization. Human Services is a job that can be awesome but at the same time it can also be stressful. A large amount of work, a lack of control, and balancing between home and work can cause the environment to become stressful. The objective of this paper is to evaluate burnout, describe some of the individual, cultural, organizational, supervisory, and social support factors that cause burnout. It will also describe various individuals, job role, and organizational methods to prevent burnout.
In this specific case of research for the Houston Improv, the main party that suffers from any form of injury is the employee giving service. Employees getting continual negative comments or ratings could be suspended or terminated, and hypothetically could seek retribution on the customer that initially complained. Unethical behavior not only effects individuals but can affect the organization as well. The company could face injuries if defective data is obtained and viewed as a serious issue, reassessed by management, processed into a plan, implemented, and eventually found to be obsolete, which in the end, cost the company time, money, and may even damage their reputation. Additionally unethical behavior can cause a societal impact by shifting consumer’s opinions of service industries and establishments if continual unethical behavior is revealed to the public eye, therefore, causing less people to attend those types of
People typically respond to workplace discrimination and racial harassment with anger, rage, hostility, resentment, bitterness and aggression. Some displace their feelings of frustration onto others through abuse of their spouse or children. Graham-Berman and Levandosky (1998) noted that emotional maltreatment may be as damaging to victims as abuse that involves physical aggression. Feelings resulting from psychological and emotional abuse in the workplace include confusion, depression, feelings of helplessness,
International Journal of Manpower 20,1/2 16 The nature and causes of bullying at work University of Bergen, Norway Keywords Bullying, Conflict, Harassment, Occupational health, Organizational behaviour, Work psychology Abstract The present paper reviews and summarises the research and literature on the nature and causes of bullying at work. Bullying occurs when someone at work is systematically subjected to aggressive behaviour from one or more colleagues or superiors over a long period of time, in a situation where the target finds it difficult to defend him or herself or to escape the situation. Such treatment tends to stigmatise the target and may even cause severe psychological trauma. Empirical studies on the causes of bullying have concentrated on the personality of the victim and psychosocial factors at work. Most studies treat bullying as a unified phenomenon, in spite of the fact that different kinds of behaviours are involved.
The exact same bullying that takes place in schools all over the world, is also happening in the workplace. A big problem with bullying in the workplace is that many businesses simply do not have a formal structure for dealing with bullies. It has become the responsibility of management to eliminate these incidents and provide a healthy work environment for all employees. It has also become the responsibility of the employees themselves to report these forms of harassment to their supervisors. This alone is not enough.
One person with issues can alter how others team members get along, how motivated they are to do their job, and how effectively they complete projects. Abnormal behavior can also cause unsatisfactory customer service and can possibly cause a business to lose customers. Aggression, narcissism, and passive aggressiveness are all abnormal behaviors that are found in the workplace and can have negative effects on the success of a team. For each of these behaviors, reasons why they are considered abnormal and ideas as to how these behaviors can be treated are discussed. Aggression One example of an abnormal behavior in a workplace environment would be any act of aggression.
Conflict In the Workplace Angelique Torres English 123 SB Intermediate Composition Professor J. Park June 2, 2013 Conflict In the Workplace Without a doubt, conflict in the workplace is more relevant than ever. It is a fact that conflict occurs within the workplace and in everyone’s lives. Conflict is an inevitable part of life; it can stem from various sources, such as, cultural, generational and even socio economic differences, which in turn affects communication leading to confusion, productivity, non-cooperation, increase in stress, lack of collaboration, customer satisfaction decrease, distrust, clique formation and gossip. Be that as it may, implementing creative activities and providing trainings that focus on communication skills and active listening skills, as well as bringing awareness about different types of conflicts can create a better working environment, hence, ultimately decreasing or even ending workplace conflict.