Related Research Articles
Micromanagement is a counter-productive management style characterized by such behaviors as an excessive focus on observing and controlling subordinates and obsession with details.
Blame is the act of censuring, holding responsible, or making negative statements about an individual or group that their actions or inaction are socially or morally irresponsible, the opposite of praise. When someone is morally responsible for doing something wrong, their action is blameworthy. By contrast, when someone is morally responsible for doing something right, it may be said that their action is praiseworthy. There are other senses of praise and blame that are not ethically relevant. One may praise someone's good dress sense, and blame their own sense of style for their own dress sense.
Culture of fear is the concept that people may incite fear in the general public to achieve political or workplace goals through emotional bias. It was developed as a sociological framework by Frank Furedi and has been more recently popularized by the American sociologist Barry Glassner.
Safety culture is the collection of the beliefs, perceptions and values that employees share in relation to risks within an organization, such as a workplace or community. Safety culture is a part of organizational culture, and has been described in a variety of ways, notably the National Academies of Science and the Association of Land Grant and Public Universities have published summaries on this topic in 2014 and 2016.
Workplace bullying is a persistent pattern of mistreatment from others in the workplace that causes either physical or emotional harm. It can include such tactics as verbal, nonverbal, psychological, and physical abuse, as well as humiliation. This type of workplace aggression is particularly difficult because, unlike the typical school bully, workplace bullies often operate within the established rules and policies of their organization and their society. In the majority of cases, bullying in the workplace is reported as having been done by someone who has authority over the victim. However, bullies can also be peers, and subordinates. When subordinates participate in bullying this phenomenon is known as upwards bullying .The least visible segment of workplace bullying involves upwards bullying where bully- ing tactics are manipulated and applied against “the boss,” usually for strategically designed outcomes.
A toxic leader is a person who has responsibility for a group of people or an organization, and who abuses the leader–follower relationship by leaving the group or organization in a worse condition than it was in. Good and bad leadership styles can propagate downwards in an organisation, and there may therefore be little support to be gained by reporting toxic leadership upwards in the hierarchy.
A workplace is a location where someone works, for their employer or themselves, a place of employment. Such a place can range from a home office to a large office building or factory. For industrialized societies, the workplace is one of the most important social spaces other than the home, constituting "a central concept for several entities: the worker and [their] family, the employing organization, the customers of the organization, and the society as a whole". The development of new communication technologies has led to the development of the virtual workplace and remote work.
Workplace deviance, in group psychology, may be described as the deliberate desire to cause harm to an organization – more specifically, a workplace. The concept has become an instrumental component in the field of organizational communication. More accurately, it can be seen as "voluntary behavior that violates institutionalized norms and in doing so threatens the well-being of the organization".
Counterproductive work behavior (CWB) is employee's behavior that goes against the legitimate interests of an organization. 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. It has been proposed that a person-by-environment interaction (the relationship between a person's psychological and physical capacities and the demands placed on those capacities by the person's social and physical environment.) can be utilized to explain a variety of counterproductive behaviors. For instance, an employee who is high on trait anger is more likely to respond to a stressful incident at work with CWB.
Social undermining is the expression of negative emotions directed towards a particular person or negative evaluations of the person as a way to prevent the person from achieving their goals.
Workplace incivility has been defined as low-intensity deviant behavior with ambiguous intent to harm the target. Uncivil behaviors are characteristically rude and discourteous, displaying a lack of regard for others. The authors hypothesize there is an "incivility spiral" in the workplace made worse by "asymmetric global interaction".
A “toxic workplace” is a colloquial metaphor used to describe a place of work, usually an office environment, that is marked by significant personal conflicts between those who work there. A toxic work environment has a negative impact on an organization's productivity and viability. This type of environment can be detrimental to both the effectiveness of the workplace and the well-being of its employees.
Blame in organizations may flow between management and staff, or laterally between professionals or partner organizations. In a blame culture, problem-solving is replaced by blame-avoidance. Blame shifting may exist between rival factions. Maintaining one's reputation may be a key factor explaining the relationship between accountability and blame avoidance. The blame culture is a serious issue in certain sectors such as safety-critical domains.
Occupational safety and health (OSH) or occupational health and safety (OHS), also known simply as occupational health or occupational safety, is a multidisciplinary field concerned with the safety, health, and welfare of people at work. These terms also refer to the goals of this field, so their use in the sense of this article was originally an abbreviation of occupational safety and health program/department etc. OSH is related to the fields of occupational medicine and occupational hygiene.
Abusive supervision is most commonly studied in the context of the workplace, although it can arise in other areas such as in the household and at school. "Abusive supervision has been investigated as an antecedent to negative subordinate workplace outcome." "Workplace violence has combination of situational and personal factors". The study that was conducted looked at the link between abusive supervision and different workplace events.
Narcissism in the workplace involves the impact of narcissistic employees and managers in workplace settings.
While psychopaths typically represent a very small percentage of workplace staff, the presence of psychopathy in the workplace, especially within senior management, can do enormous damage. Indeed, psychopaths are usually most present at higher levels of corporate structure, and their actions often cause a ripple effect throughout an organization, setting the tone for an entire corporate culture. Examples of detrimental effects include increased bullying, conflict, stress, staff turnover, absenteeism, and reduction in both productivity and social responsibility. Ethical standards of entire organisations can be badly damaged if a corporate psychopath is in charge. A 2017 UK study found that companies with leaders who show "psychopathic characteristics" destroy shareholder value, tending to have poor future returns on equity.
Machiavellianism in the workplace is a concept studied by many organizational psychologists. Conceptualized originally by Richard Christie and Florence Geis, Machiavellianism refers to a psychological trait concept where individuals behave in a cold and duplicitous manner. It has in recent times been adapted and applied to the context of the workplace and organizations by many writers and academics.
Kick the cat, also sometimes kick the dog, is a metaphor used to describe how a relatively high-ranking person in an organization or family displaces their frustrations by abusing a lower-ranking person, who may in turn take it out on their own subordinate.
The law for workplace bullying is given below for each country in detail. Further European countries with concrete antibullying legislation are Belgium, France, and The Netherlands.
References
- 1 2 Mid Staffordshire Public Inquiry Transcript - day 103 - 21 June 2011
- ↑ Calum Paton The Policy of NHS Deficits and NHS Re-form in Health Policy and Politics 2007
- 1 2 JJ Mearsheimer, D Shapley MCNAMARA'S WAR Bulletin of the Atomic Scientists, 00963402, Jul/Aug93, Vol.49, Issue 6
- ↑ Slavin, Barbara (April 12, 2005). "Critic says Bolton a 'kiss-up, kick-down sort of guy'". USA Today.
- ↑ Robert Francis (Nov 29, 2011) Organisational Culture seminar: opening statement
- 1 2 McLendon, J.; Weinberg, G.M. (July 1996). "Beyond blaming: congruence in large systems development projects". IEEE Software. 13 (4): 33–42. doi:10.1109/52.526830.
- ↑ Milch, Vibeke; Laumann, Karin (February 2016). "Interorganizational complexity and organizational accident risk: A literature review". Safety Science (Review). 82: 9–17. doi:10.1016/j.ssci.2015.08.010. hdl: 11250/2452901 .
- ↑ Harvey Schachter (Jul. 25 2011) Kicking up, kissing down The Globe and Mail
