Secondly, it is Paula’s indication that Sam started exhibiting unwanted behaviors after the break up. In order to understand if these behaviors created a hostile environment we must determine what these unwanted behaviors were and if they were actually occurring or not. Thirdly, Sam claimed that Paula’s work was suffering due to lack of interest. We must determine, in fact, if Paula’s work performance was suffering. If it was indeed suffering then we must determine why it was suffering.
Running head: MATRIX COMPARISON: WORKPLACE BULLYING 1 Matrix Comparison: Workplace Bullying Fabian Solano Carrillo Grand Canyon University MATRIX COMPARISON: WORKPLACE BULLYING 2 Matrix Comparison: Workplace Bullying Bullying is defined as the evolving process in which an individual finds themselves in an inferior position and becomes the target of systematic negative social acts by one or more perpetrators (Hauge, Skogstad, & Einarsen, 2009). Bullying can take many forms, from gossiping and social exclusion, to more extreme forms such as physical violence. In time, this phenomenon leads to psychological damage in which an individual begins to feel a sense of worthlessness, leading to retaliation that is deemed justified by
The main sources of conflict are emotional conflicts which are generally based on misunderstanding, and may be characterised by anger, fear, or other strong emotions which can cloud judgement and issues. Value based conflicts can erupt when both parties involved have different beliefs and views, it is sometimes difficult to accept this. Needs based conflicts can happen when both parties have different needs or both parties have the same needs but insufficient resources to meet them both fully. The employee will feel unheard and possibly loose trust in there supervisor or manager. Leaving the employee feeling unheard and distrusted will cause further conflicts in the future as the employee has learnt not to trust, confide or to talk to their manager /
The direct observation assisted in recognition of employees “misbehaving” when provoked by irate customers. Being provoked is not a valid excuse, therefore, individuals in need of training consist of those repeatedly evaluated for low performance issues, poor customer service observations made by mystery shoppers/others and employees in whom customers address by name and
Employees are the driving force of any operation and to lose employee moral means, poor productions, and a negative workforce. Employee may feel an invasion of their privacy and territory. There is also the reason of losing his or her job. Technology displace old ones the threat of losing job security becomes a resistance. The fear of losing power has is one of the most important sources of resistance.
These negative inflictions are wrong! Untrustworthy can be felt by oneself when they are repeatedly being the first questioned by their employer when something goes wrong or
Application to Chapter Theory/Concepts The case of John Lasseter provides an image into two types of interpersonal power First, the coercive power of the executive that did not like John Lasseter. Nelson and Quick (2011) define coercive power as “based on an agent’s ability to cause an unpleasant experience for a target” (p. 369). This is evidenced by the executive’s power to fire Lasseter due to his dislike and prejudice of his ideas. Secondly, the expert power of John Lasseter himself, towards the end of the study. Chapter 11 defines expert power which “exists when an agent has specialized knowledge or skills that the target needs” (p. 369).
Social-Psychological Perspectives According to the frustration-aggression hypothesis, those who are frustrated in their efforts to achieve a highly desired goal tend to respond with a pattern of aggression toward others. When they are unable to strike out at the source of their anger and hostility, they instead may take out their hostility and aggression on a scapegoat. According to psychologist Theodore W. Adorno, persons with an authoritarian personality (characterized by excessive conformity, submissiveness to authority, intolerance, insecurity, a high level of superstition, and rigid, stereotypic thinking) are most likely to be highly prejudiced. Symbolic Interactionist Perspectives One interactionist approach emphasizes how racial socialization contributes to feelings of solidarity with one’s own racial-ethnic group and hostility toward all others. Racial socialization is a process of social interaction that contains specific messages and practices concerning the nature of one’s racial-ethnic status as it relates to: Personal and group identity Intergroup and interindividual relationships One’s position in the social stratification system Racial socialization is made up of direct statements made by parents, peers, teachers, and others regarding race, but it also includes indirect behaviors, such as modeling, whereby children imitate the words and actions of parents and other caregivers.
According to a study conducted by Kenneth Fields, "Excessive striving for approval by that authority becomes the means to obtain perfection which can cause undue stress and pressure which can then actually diminish performance resulting in approval ratings that are less than desired and then causing frustration, anger and depression." Within the own assets of our minds, we build a cautious that block us from ever being our true selves
Burnout may be defined as being psychologically worn out by one's work; burnout adversely impacts motivation, productivity and job satisfaction and is reflected in low levels of enthusiasm or energy, negative disposition towards others at work and one's perception of productivity (Spector, 2012). The article identifies four (4) indicators of burnout. The first indicator identified by the author was being easily annoyed (Garfinkle, 2005-2015); researchers support this indicator; cynicism and detachment were identified as one of the symptoms of burnout (Beheshtifar & Omidvar, 2013). Cynicism and depersonalization are directed at both persons receiving service and co-workers and it generally affects the employee's personal life as well (Embriaco,