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Workplace aggression is a specific type of aggression which occurs in the workplace. [1] [2] Workplace aggression is any type of hostile behavior that occurs in the workplace. [3] [1] [4] It can range from verbal insults and threats to physical violence, and it can occur between coworkers, supervisors, and subordinates.
Another example of such effects on employees is articulated by researcher Subrahmaniam Tangirala who says that “employee silence affects the personal well being of employees, increases stress,” and causes them to “feel guilty, where they often experience psychological problems, and have trouble seeing the possibility of change.” [1 ...
According to Pamela Lutgin-Sandvik, [22] the lack of unifying language to name the phenomenon of workplace bullying is a problem because without a unifying term or phrase, individuals have difficulty naming their experiences of abuse, and therefore have trouble pursuing justice against the bully. Unlike sexual harassment, which identifies a ...
The APA defines workplace burnout as chronic work-related stress that hasn't been properly managed, and an employee who has it likely needs more rest than just a lunch break or a weekend can provide.
Any act of discrimination or assault that systematically disadvantage the employees is considered workplace harassment. [9] Workplace harassment can contribute to deterioration of physical and emotional health. [9] According to Rosa Brook, the concept of workplace harassment is based on two premises. [8]
An employee who is less satisfied with his or her work may become less productive as their needs are not met. In the workplace, "frustration, injustices and threats to self are primary antecedents to employee deviance". [6] Although workplace deviance does occur, the behavior is not universal.
Management can prevent knowledge hiding by giving active encouragement to the employees and by creating a collaborative, open and discussion-oriented workplace. New employees should be taught that knowledge hiding leads to negative outcomes and does not benefit the organization, nor the employee themselves.
Employee monitoring often is in conflict with employees' privacy. [5] Monitoring collects work-related activities, but it can also collect employee's personal information that is not linked to their work. Monitoring in the workplace may put employers and employees at odds because both sides are trying to protect personal interests.