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Predictors of workplace aggression can occur at both the organizational level and the individual level. Organizational factors examined here include organizational justice, supervision and surveillance, changes in the work environment, and specific job characteristics. At the individual level, gender, age, and alcohol consumption are examined here.
On other occasions, changes in the external environment — market demand, technology, or the political, social, or economic environment — require making appropriate changes in the activities of the organization. The organization faces these demands for change through the men and women who make up its membership, since organizational change ...
In other words, high status can intimidate employees causing them to be silent in order to protect their jobs and relationships. [ 13 ] When trying to avoid employee silence, managers and leaders also need to know “how to facilitate varying opinions in a way that allows healthy discussion to develop towards consensus or best solutions”. [ 14 ]
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Workplace harassment may also consist of offensive conduct based on one or more of the protected groups above that is so severe or pervasive that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as being fired or demoted/reducing salary)." [10]
Poor work environment; Increase in stress in the workplace; Lack of facilities; Abusive cyberbullying in the workplace can have serious socioeconomic and psychological consequences on the victim. [67] Workplace cyberb-ullying can lead to sick leave due to depression which in turn can lead to loss of profits for the organisation. [68]
They have also identified seven key factors to help prevent workplace violence: [4] Work Environment- As the work environment directly and heavily influences the employees and clients, it is crucial that the environment remains positive and open. This encourages better communication and positive attitudes in the workplace.
Counterproductive work behavior (CWB) is employee's behavior that goes against the legitimate interests of an organization. [1] This behavior can harm the organization, other people within it, and other people and organizations outside it, including employers, other employees, suppliers, clients, patients and citizens.