Relationships between workers centered on a workplace
Workplace relationships are unique interpersonal relationships with important implications for the individuals in those relationships, and the organizations in which the relationships exist and develop.[1]
Workplace relationships directly affect a worker's ability and drive to succeed. These connections are multifaceted, can exist in and out of the organization, and can be both positive and negative. One such detriment lies in the nonexistence of workplace relationships, which can lead to feelings of loneliness and social isolation.[1] Workplace relationships are not limited to friendships, but also include superior-subordinate, romantic, and family relationships.
Workplace friendships
Friendship is a relationship between two individuals that is entered into voluntarily, develops over time, and has shared social and emotional goals. These goals may include feelings of belonging, affection, and intimacy.[2]
Due to the great deal of time co-workers spend together, friendships start to emerge through their shared experiences, and their desire for a built-in support system.[3]
Blended friendships are friendships that develop in the workplace and can have a positive impact on an employee's productivity.[4] Workplace friendships lead to more cohesive work groups, more satisfied and committed employees, greater productivity, greater goal attainment, and increased positive feelings about the organization; they can make enjoyable or unenjoyable tasks more pleasant and are a factor in preventing employee turnover.[5] Workplace friendships tend to have a positive impact on employees' overall productivity and attitude towards their job. However, they can also be detrimental to productivity because of the inherent competition, envy, gossip, and distraction from work-related activities that accompany close friendships.[3]
Another form of workplace friendship is the multiplex friendship. These friendships involve having friendships both inside and outside of the workplace. One benefit of multiplex relationships is that each party receives support in and out of the workplace. These friendships also make the involved parties feel secure and involved in their environment.[6] Studies show that having larger multiplex relational networks within the workplace results in more positive feelings associated with their workplace. These feelings of involvement and belonging lead to effects such as increased productivity and a reduction in exhaustion.[6]
Having friendships in the workplace can not only improve efficiency, but can also encourage creativity and decision-making within the organization. This will increase job satisfaction and commitment to the organization. It can be difficult to maintain friendships in the workplace. When an individual thinks his or her friendship with another co-worker is becoming too serious, that individual may start to avoid the other person. This would make it harder for the individual to maintain their friendship, which may cause tension in the environment. If an individual feels that a co-worker is pulling away from the friendship, that individual may use openness to attempt to maintain that friendship by confronting the other person and discussing why the relationship is deteriorating.[1]Openness is a great tactic in some situations, but not in all. Parties using contradicting communication styles, pre-existing hostile work environments, and significant status differences are situations in which openness would not be an effective relational maintenance tactic.[1]
In the workplace, individuals cannot choose their co-workers. They can, however, choose who they want to have a professional relationship with and who they want to form a friendship with outside of work[7]. These friendships are distinguished from regular workplace relationships as they extend past the roles and duties of the workplace.[1] Workplace friendships are influenced by individual and contextual factors such as life events, organizational socialization, shared tasks, physical proximity, and work problems.
Workplace loneliness can be caused by a lack of workplace friendships, competition, or a lack of cooperation at work.[8] Workplace loneliness can negatively affect an organization as it is often linked to low affiliation and organizational identification. It can also significantly affect one's mental health, as employees may feel unsupported by peers and superiors in managing daily work-related stress.[7] Lonely workers tend to become overly self-conscious and they may begin view their co-workers as untrustworthy members of the organization.[8] This then hinders them from forming and maintaining important relationships as work, such as friendships or camaraderie.
Superior-subordinate relationships
The Hawthorne effect grew out of a series of studies. The theory states that an individual will act differently than they normally would due to the individual's awareness of being watched. Specifically in McGregor's X- and Y-Theory, it states that the manager's approach has effects on the outcome of the worker. Individuals who receive attention from their superior will have positive feelings of receiving special treatment. Specifically, they feel that the attention they are receiving is unique from the attention that other employees are receiving.[9] The basic understanding of superior-subordinate relationships lies in the foundation that the habits of a superior tend to have the power to create productive or counterproductive environments.[10]
Kohn and O'Connell point out 6 major habits of highly effective bosses. One of the habits is known as following the ‘Golden Rule.' This habit is fundamental in many relationships. It states that you should treat others as you wish to be treated. If workers know that their superiors are treating them with the same respect and dignity in which they are treating their superior, they will then feel more positive and inviting feelings in regard to their relationship.
Other theories that explain the superior-subordinate relationships are workplace relationship quality, employee information experiences theory, and the leader-membership theory.[11] The leader-membership theory is widely accepted regarding superior-subordinate relationships. Its main premise includes the idea that employees with the easiest access to information are the most likely to succeed.[12] Furthermore, employees with a higher quality relationship with their supervisor have more access to such information and will be more likely to succeed in the workplace; thus feeling an increased sense of pride and affiliation within their workplace.
Romantic workplace relationships involve a certain degree of intimacy between coworkers. These connections can be categorized into three different classifications: romantic partnership, sexual partnership, and combination partnership. A similar relationship type that often gets confused with workplace romance is work spouse, but this is an intimate friendship between coworkers rather than the actual marital relationship.[13]
Romantic partnerships involve a strong emotional attachment and close connection between partners without sexual relations. Sexual partnerships are a partnership with a lack of an intimate connection, and instead include a strictly physical and sexual relationship. An example behavior of employees in a sexual relationship is online sexual activity (OSA) because of opportunity. That chance may satisfy sexual distress, boredom, or many other reasons.[14] Combination partnerships are a combination of both sexual and romantic relations between both of the individuals.[15]
Romantic workplace relationships play a complicated role not only for those involved in the relationship, but also for the employees working with these individuals. Romantic workplace relationships have been known to create polarization in the workplace, employee distraction, and feelings of awkwardness among other employees.[16]
In fact, those who date superiors often lose trust from coworkers because of the possibility of 'unfair advantages' they might receive.[17] Also, women are more likely to receive negative images than men for dating a superior.[18]
Those involved, however, have had positive results in the workplace, such as increased performance, higher motivation, and higher overall job satisfaction.[19]
While face-to-face workplace interactions are common, romantic workplace relationships may also take place within emails. In fact, emailing to communicate is used as much as face to face communication.[citation needed] Employees use email to communicate with their relational partners mainly because there are no regulations that say they cannot.
Love contracts Because romantic relationships in the office can cause problems, employees now have to face the consequences, regardless of if they are involved or not. A love contract, also known as Consensual Relationship Agreements, are used to maintain a functional work place.[20] Love contracts are important mainly in the event that a couple decides to terminate their relationship. If the relationship were to end badly, the love contract forbids the couple to file charges, such as sexual assault, against one another and/or the company.
Although love contracts are made to protect the company, it is important to note that there still may be some conflicts. For example, not all people want to unveil their relationship. People may be unwilling because they have another relationship at home, or they just are not ready. Another conflict with the love contract can result if employees claim they were pressured into signing the contract.
Family
Small and large family businesses are unique to the organizational world based on their patterns of governance, succession, management, and ownership by influencing their business's goals, structures, strategies, and the approach owners take in the process of designing and implementing.[21]
Succession is known to be an important issue families will face within a business setting. Family business succession is known as the passing of the business on from the current owner to a successor whether that be within the family or not. The responsibility of providing succession lies with the owner or founder of the business. The succession process can be divided into four common stages, which include the stage of owner-management in which only one member of the family is involved in the business, a training and development stage in which the owner's children learn the business, a partnership stage between a parent and child, and a power transfer stage in which responsibilities shift to the successor.[22]
Family businesses have many strategic advantages. These advantages include the sharing of family language, values, and background. These advantages tend to filter into the respect they have towards one another and the sacrifice of individual task for the well-being of the business.[21]
Conflicts can arise due to the lack of, or the absence of, common goals for the business. A frequent issue that family businesses face is whether or not the separation of business and family roles are clear. Another issue may include making difficult decisions when it comes to what is best for the business and what is best for the family. Well over half of all family business end up failing before the second successor takes ownership and almost 90% will fail before the third successor takes ownership.[21]
Responses to workplace relationships
Responses that can be resulted from workplace relationships involve job productivity, worker morale, worker motivation, job satisfaction, job involvement, and gossip. In addition to these, managers can make decisions such as promotions, relocations, and terminations.[23]
Features of friendships include voluntary interaction, informality, communal norms, and socio-emotional goals.[23]
Features of organizations include involuntary interactions, formality, exchange norms, and instrumental goals.[23]
These features clash with each other when a workplace relationship is occurring.[23]
On an individual level, distractions and inter-role conflicts occur while an attempt to balance both features of friendship and the organization need to be satisfied.[23]
On a group and organizational level, workplace relationships can cause exclusivity, social status hierarchy, and a decrease in diverse thinking (groupthink).[23]
Results of workplace relationships can both benefit and hinder the employees and organization. There are no rules to predict what will occur because of it.[23]
According to one article, it highlights the importance of affective events and incidental moods in driving job satisfaction, in addition to cognitive-based drivers.[24]
Related Research Articles
Remote work is the practice of working from one's home or another space rather than from an office.
Human relations movement refers to the researchers of organizational development who study the behaviour of people in groups, particularly in workplace groups and other related concepts in fields such as industrial and organizational psychology. It originated in the 1930s' Hawthorne studies, which examined the effects of social relations, motivation and employee satisfaction on factory productivity. The movement viewed workers in terms of their psychology and fit with companies, rather than as interchangeable parts, and it resulted in the creation of the discipline of human relations management.
Job satisfaction, employee satisfaction or work satisfaction is a measure of workers' contentment with their job, whether they like the job or individual aspects or facets of jobs, such as nature of work or supervision. Job satisfaction can be measured in cognitive (evaluative), affective, and behavioral components. Researchers have also noted that job satisfaction measures vary in the extent to which they measure feelings about the job. or cognitions about the job.
Emotional labor is the process of managing feelings and expressions to fulfill the emotional requirements of a job. More specifically, workers are expected to regulate their personas during interactions with customers, co-workers, clients, and managers. This includes analysis and decision-making in terms of the expression of emotion, whether actually felt or not, as well as its opposite: the suppression of emotions that are felt but not expressed. This is done so as to produce a certain feeling in the customer or client that will allow the company or organization to succeed.
Work behavior is the behavior one uses in employment and is normally more formal than other types of human behavior. This varies from profession to profession, as some are far more casual than others. For example, a computer programmer would usually have far more leeway in their work behavior than a lawyer.
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 bullying tactics are manipulated and applied against "the boss," usually for strategically designed outcomes.
Workforce productivity is the amount of goods and services that a group of workers produce in a given amount of time. It is one of several types of productivity that economists measure. Workforce productivity, often referred to as labor productivity, is a measure for an organisation or company, a process, an industry, or a country.
Employee engagement is a fundamental concept in the effort to understand and describe, both qualitatively and quantitatively, the nature of the relationship between an organization and its employees. An "engaged employee" is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests. An engaged employee has a positive attitude towards the organization and its values. In contrast, a disengaged employee may range from someone doing the bare minimum at work, up to an employee who is actively damaging the company's work output and reputation.
A cross-sex friendship is a platonic relationship between two unrelated people of differing sexes or gender. There are multiple types of cross-sex friendships, all defined by whether or not each party has a romantic attraction to each other, or perceives that the other is interested. A few theories have been developed to explain the existence of such friendships. Research has been done on why men and women initiate these relationships, how they are perceived by others, implications for children with cross-sex friendships, among others. Cross-sex friendships can also create problems for those involved if either or both have or ever had any romantic feelings for the other.
Onboarding or organizational socialization is the American term for the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors to become effective organizational members and insiders. In standard English, this is referred to as "induction". In the United States, up to 25% of workers are organizational newcomers engaged in onboarding process.
Occupational stress is psychological stress related to one's job. Occupational stress refers to a chronic condition. Occupational stress can be managed by understanding what the stressful conditions at work are and taking steps to remediate those conditions. Occupational stress can occur when workers do not feel supported by supervisors or coworkers, feel as if they have little control over the work they perform, or find that their efforts on the job are incommensurate with the job's rewards. Occupational stress is a concern for both employees and employers because stressful job conditions are related to employees' emotional well-being, physical health, and job performance. The World Health Organization and the International Labour Organization conducted a study. The results showed that exposure to long working hours, operates through increased psycho-social occupational stress. It is the occupational risk factor with the largest attributable burden of disease, according to these official estimates causing an estimated 745,000 workers to die from ischemic heart disease and stroke events in 2016.
Emotions in the workplace play a large role in how an entire organization communicates within itself and to the outside world. "Events at work have real emotional impact on participants. The consequences of emotional states in the workplace, both behaviors and attitudes, have substantial significance for individuals, groups, and society". "Positive emotions in the workplace help employees obtain favorable outcomes including achievement, job enrichment and higher quality social context". "Negative emotions, such as fear, anger, stress, hostility, sadness, and guilt, however increase the predictability of workplace deviance,", and how the outside world views the organization.
Despite a large body of positive psychological research into the relationship between happiness and productivity, happiness at work has traditionally been seen as a potential by-product of positive outcomes at work, rather than a pathway to business success. Happiness in the workplace is usually dependent on the work environment. During the past two decades, maintaining a level of happiness at work has become more significant and relevant due to the intensification of work caused by economic uncertainty and increase in competition. Nowadays, happiness is viewed by a growing number of scholars and senior executives as one of the major sources of positive outcomes in the workplace. In fact, companies with higher than average employee happiness exhibit better financial performance and customer satisfaction. It is thus beneficial for companies to create and maintain positive work environments and leadership that will contribute to the happiness of their employees.
Professional abuse is "a pattern of conduct in which a person abuses, violates, or takes advantage of a victim within the context of the abuser's profession." This typically involves a violation of the relevant professional organization's code of ethics. Organizational ethics or standards of behavior require the maintenance of professional boundaries and the treatment of people with respect and dignity.
Workplace harassment is the belittling or threatening behavior directed at an individual worker or a group of workers.
Positive psychology is defined as a method of building on what is good and what is already working instead of attempting to stimulate improvement by focusing on the weak links in an individual, a group, or in this case, a company. Implementing positive psychology in the workplace means creating an environment that is more enjoyable, productive, and values individual employees. This also means creating a work schedule that does not lead to emotional and physical distress.
In an organization, communication occurs between members of different hierarchical positions. Superior-subordinate communication refers to the interactions between organizational leaders and their subordinates and how they work together to achieve personal and organizational goals Satisfactory upward and downward communication is essential for a successful organization because it closes the gap between superior and subordinates by increasing the levels of trust, support, and the frequency of their interactions.
Intermingling, or heterophily, from a sociological perspective includes the various forms of interactions between individuals that go against a particular society's cultural norms. These relationships stem from weak or absent ties, which are contrary to strong ties and constitute of networks between individuals who know little or nothing about one another. Examples of intermingling can include networking, work-place romance, or cross-cultural dating.
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 construct where individuals behave in a cold and duplicitous manner. It has been adapted and applied to the context of the workplace and organizations by psychology academics.
Employee recognition is the timely, informal or formal acknowledgement of a person's behavior, effort, or business result that supports the organization's goals and values, and exceeds their superior's normal expectations. Recognition has been held to be a constructive response and a judgment made about a person's contribution, reflecting not just work performance but also personal dedication and engagement on a regular or ad hoc basis, and expressed formally or informally, individually or collectively, privately or publicly, and monetarily or non-monetarily.
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How a Christian Established a Good Work Relationship With Her Colleague
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