Case Study: Passive Aggressive Behavior at the Work Place
Introduction
Passive aggressive behavior can be described as an indirect expression of hostility and discontentment within a given situation by an individual or a group of people. These feelings may be expressed through actions such as procrastination, resentment, intentional inefficiency, sarcasm, and other negative tendencies like chronic lateness. Considering it from an occupational front, passive aggressive behavior generally leads to a decreased efficiency at the workplace as productivity and team work are drastically affected by these negative attitudes regardless of whether it stems from the management or the subordinate staff members. The work place is basically a place of cooperation, where the efforts of each individual contribute in one way or another to the organizational performance. In the case of the employees, they have to meet the organization’s expectations of them by doing what they are expected to do, as efficiently as possible. The managers are on the other hand expected to manage the organization’s activities along with the employees. Generally, the workings of an organization require cooperation amongst all the concerned parties. A passive aggressive attitude in this case thus jeopardizes not on the cooperation of these concerned parties but also the management’s ability to run the organization effectively. This paper examines a hypothetical work place situation in which passive aggressive behavior was evident, the actions involved in that situation, and how this behavior would affect the organization in question. The paper will also discuss what the other parties in the situation could do to address the situation effectively.
The Passive Aggressi...
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...k place, the consequences are often so widespread that an early intervention is the only option if the organization is to be saved from destruction. In most cases, cases of aggressive mentality are not dealt with on time, they may strain relations within the workforce and hamper performance.
References
Cavaiola, A.A., & Lavender, N.J. (2000). Toxic coworkers: How to Deal with dysfunctional people on the job, (1st Edition). New York: New Harbinger Publications.
De Angelis, P.M. (2009). Blindsided: Recognizing and dealing with passive-aggressive leadership in the workplace, (2nd edition). New York: Create Space Independent Publishing Platform.
Maravelas, A. (2005). How to reduce workplace conflict and stress: How leaders and their employees can protect their sanity and productivity from tension and turf wars. New York: Career Pr Inc.
This article describes how rudeness and incivility causes great damage to everyone in the workplace even if it was only intended at a certain person. One professor at the McDonough School of Business at Georgetown University states, “Incivility is almost like trapping people inside a fog.” (Gurchiek, 2015, para. 4) In this quote, incivility is explained as something employees are all affected from and are not able to get away from. Moreover, many surveys are presented throughout the article to show how people either lose or quit their jobs because of the rude treatment that they experience in the workplace. Because of those survey results, many experts believe that rude behaviors in the workplace will begin to worsen in the coming years. However, steps to establish an atmosphere of respect and consideration for colleagues are presented at the end of the article to assist with changing that prediction.
“Threats of workplace violence and aggression have emerged as important and very serious safety and health issue in today’s workplace” (van Emmerik, Euwema, & Bakker, p. 152, 2007). With this thought in mind, the intent of this case assignment is to analyze the situation of Betty Smith a newly acquired HR (human resource) Director at Company XYZ in regards to workplace violence. Hence, the CEO of Company XYZ inquires of Betty on what strategies can be implemented to prohibit such a calamity. Thus, Betty contacts a Senior Professional in Human Resources (SPHR) for their advice. That being the case, this paper will annotate some potential questions her friend would ask regarding the situation. Moreover, I will communicate my thoughts on
Aggressive individuals often act in ways that will result in having personal gain, rather than focusing what impact they have on others. Aggression is pervasive. It affects the rich as well as the poor, the upper and lower classes, it defines us. This means that most sole individuals will behave in certain ways to promote their well being, instead of how they affect others. Michael Crichton uses characters in Jurassic Park to portray the negative physical, social and intellectual impact they can have on society. This is evident in everyday life because society has molded individuals into looking out for their well being with no considerations of the impact that it has on others.
...avior. Another issue that leads to disruptive behavior is practitioner impairment. Substance abuse, mental illnesses and ineffective stress management are all issues that can lead to disruptive behaviors. Senior individuals must deal with these issues to provide the necessary support and resolutions. Employers need to address individuals demonstrating disruptive behaviors, and appropriately resolve the situation. On the other hand, the victims might need support and counseling to overcome the abuse.
Programs to prevent workplace violence improve the work environment, job satisfaction, staff retention, productivity, and quality of care. Ongoing education related to the organization’s mission, values and code of conduct, as well as communication skills development, guide the individual to choose the most appropriate response when faced with work place violence." Ongoing education is essential because it reinforces what was being said or done in a positive
To manage the aggression both for patient and staff victims, Eileen Morrison and Colleen Love (2003) evaluated four aggression management programs using predetermined criteria for their effectiveness in training behavioral health staff. Morrison and Love’...
In the early 1980s aggression and violence in the workplace have been a source of a lot of public discussion. (Piquero pg.383) The issues have risen again recently and have mostly been present in management and business fields. Workplace aggression often includes “behavior by an individual or individuals within or outside organizations that is intended to physically or psychologically harms a worker or workers and occurs in a work related”. (Schat& Kelloway Pg. 191) A national survey Conducted by the National Centers for Victims of Crime shows several statistics regarding workplace homicide by type show that is the year of (see fig. 1), violent crimes against victims working or an duty( see fig. 2) and nonfatal workplace violence committed by strangers(see fig. 3
According to the Bureau of Justice Statistics (BIS), workplace violence affects 1.7 million people each year. The Bureau of Labor Statistics’ Census of Fatal Occupational Injuries (CFOI) reported 11,613 workplace homicide victims between 1992 and 2006. Averaging just under 800 homicides per year, the largest number of homicides in one year occurred in 1994, while the lowest number occurred in 2006 (CDC).
I chose “How to Survive a Jerk at Work” as an article that captured my attention. This article explains several ways to handle bullies in a person’s workplace. Keeping your distance, slowing down your reactions, knowing when someone is in a bad mood, and changing your perspective, are some of the examples given to illustrate how to handle these office bullies. Finally, the article does acknowledge that those who themselves are bullies, rarely recognize it.
Incivility can affect many different aspects of our lives. A few are causing anger problems, being in others’ way, making it difficult for somebody to concentrate, and causing workers to skip work. However, at least in the workplace, this issue can be helped (if the company is willing). Although on a small scale, incivility and rudeness may seem insignificant, they have proved to be quite problematic.
Personnel problems often have a way of leaking into your employees’ work lives. People are often distracted by the things that affect them outside of the workplace. This causes the individual to lose focus on the important things such as getting the responsible assignments done. Difficult people in the workplace come in every conceivable variety. These coworkers would talk constantly, and never listen. Some just have to have the last word; they criticize and compete with you for power, privileges, and the spotlight. Disciplining employees is a necessary matter in each organization. Effective discipline can help to correct employee behavioral issues and can increase productivity.
Any job has its fair amount of easily recognizable employees that form categories in which they slip into as a result of their attitude and work habits. Their work habits establish what kind of employee they are, but their attitude influences their personality and the way they treat others at work that include: customers, coworkers, and even their employers and bosses. The general size of a company may have an affect on the overall number of annoying workers that they employ. The slacker, the complainer, and the know-it-all are three types of annoying employees that can easily create a miserable and frustrating workplace for others.
Staff behaviors control the performance and capabilities of an organization. Most workers display productive or counterproductive productive behaviors that have effect on workers, clients, and programs. The ability to control these behaviors is a necessary part of delivering exceptional services. Many workers automatically adopt behaviors that fit in with the best interest of the organization. Although these behaviors are common, some employees fail to follow order and create havoc for others around them. Productive behavior allows workers to perform daily functions whereas counterproductive behaviors develop issues that are costly. Good behavior contributes to goals and objectives set by the organization (Britt & Jex, 2008).
Negativity can arise from a number of different situations, which range from a personal problem of an employee, to dissatisfaction with management, to inner conflict between different employees. As with any other problem, identifying the source is the first step to solving it. According to Gary S. Topchik, author of Managing Workplace Negativity, negativity is often the result of a loss of confidence, control, or community, (Topchik). Identifying negativity amidst employees in the workplace can either be extremely easy or extremely difficult depending on the severity of the situation or how under the surface it may actually be. Obviously, each distinct reason behind negativity requires a unique and specific approach to
Workplace violence is any action or verbal menacing with the intent to inflict physical or psychological violence on others. The US Department of Labor defines workplace violence as “An action (verbal, written, or physical aggression) which is intended to control or cause, or is capable of causing, death or serious bodily injury to oneself or others, or damage to property. Workplace violence includes abusive behavior toward authority, intimidating or harassing behavior, and threats.”("Definitions," n.d.)