Different researchers define bullying differently. Namie & Namie (2003, p. 3) have defined bullying as the “repeated, malicious, health endangering mistreatment of one employee by one or more employees”. Einarsen et al. (2011) defined workplace bullying as “harassing, offending, or socially excluding someone or negatively affecting someone’s work” (p. 22). James (1997) asserts that workplace bullying is an abuse of coercive power by either individuals in the internal workplace or external clients Einarsen, Hoel, Zapf & Cooper (2003, p15) “Bullying at work means harassing, offending, socially excluding someone or negatively affecting someone’s work tasks.
Envy is an aspect of humanity that has been approached from many perspectives. In the “Rambler” by Samuel Johnson, the author took the stance that envy is a terrible and purposeless entity that serves only to degrade the quality of life. He analyzed the cause and effects of envy, how it relates to human error, and the consequences it is tied to. To emphasize the true impact of envy, he described the patterns in which he observed it as it manifested around him in his day-to-day life. In this passage, through use of elevated diction, metaphor and personification, and repetition, Johnson made clear his view of envy.
The discussion “How one bad family member can undermine a family firm: Preventing the Fredo effect” was conducted by Roland E. Kidwell, Kimberly A. Eddleston, John James Cater III and Franz W. Kellermans. The article approaches the problem of toxic family employees in firms. The authors give a detailed overview of how bad family members influence the fate and welfare of a company and how to fight with this kind of members. The authors established the term of “Fredo effect” in regard to family members of the firm that undermine the evolution of the business. The evolution of Fredos is stimulated by the lack of communication, siblings’ rivalry, and parental altruism.
In his essay “Why We Procrastinate,” Estroff Marano states that procrastination damages oneself and hinders one’s progress. Moreover, he feels, as a nation, we fail to recognize the grievousness of this bad habit, and the consequences that occur with this learned behavior. According to the author alcohol consumption, deception, and lack of engagement are a few of the destructive and costly outcomes. Marano concludes that with therapy, procrastinators can replace their harmful habits with healthier ones. I agree with Marano that chronic procrastinators have undesirable patterns of behavior that prevents them from being successful and impedes them from having healthy relationships.
According to O’Boyle Jr. (2010), counterproductive work behaviour is a collection of deliberate behaviours that harm the organisation or its members. Chang and Smithikrai (2010) defined counterproductive work behaviour as a class of behaviours that act against the interests of the organisation which individuals, usually, consciously choose to engage in. They explained counterproductive work behaviour as voluntary or purposeful behaviours that function against the passions of the organisation. Gruys and Sackett (2003) on their part define counterproductive work behaviour as any intentional behaviour on the part of an organisational member viewed by the organisation as contrary to its legitimate interests. To Spector and Fox (2002), CWB refers to behaviour by employees that harms an organisation or its members (such as other employees, customers, suppliers etc.)
Later on, hush money was paid to those the company feared would "rat out" Kozlowski. Furthermore, apart from the accounting issues, it was determined that the company’s corporate governance procedures were severely flawed. The company also suffered from poor documentation, inadequate policies and procedure to prevent the misconduct of senior executives that occurred, inadequate procedures for proper corporate authorizations, inadequate approval procedures and documentation. Apart from all this, there were many ethics issues that had to be dealt with: 1. Unethical Leadership (extensive involvement of Kozlowski and other leaders in unethical and illegal activity brought Tyco down).
Grendel, or Anxiety? In today’s society, we face many monsters that cause us to become fearful and weak when faced with a challenge. In the epic Beowulf translated by Burton Raffel, Grendel is a miserable monster who causes pain upon faultless people, and is motivated by their pain. Today’s monsters may not be actual creatures, but they do cause the same terrifying effects on people, symbolizing evil in our society. Anxiety, like Grendel causes you to feel alone, attacks innocent people, and creates jealousy of others happiness.
This non-productive behavior includes gossip, personal phone calls, cyber loafing, harassment, stealing, abusing organizational property or even limiting productivity. This observable variance in behavior has been identified as non-compliant behavior (Puffer, 1987), counter-productive work behavior (Spector et al., 2006) and workplace deviance (Robinson & Bennett, 1995) etc. A workplace deviance has been defined as “voluntary behavior that violates significant organizational norms and in doing so threatens the well-being of an organization, and or its members” (Robinson & Bennett, 1995). It is directly proportional to the cost,
It can also be referred to as a feeling of displeasure or misunderstanding between people at workplace which stemmed from uncontrolled workplace exigencies such as unclearly defined roles, assignments or tasks, organizational structure, sharing of resources, role dependency, communication gap, poor remuneration or compensation scheme, job insecurity, differences in managerial styles, organizational change and so on . Flowing from the mainstream of definition of organizational conflict, three distinct views have emerged. These include; traditional view, human relation view and interactionist view. The traditional view considers organizational conflict as a negative occurrence, violence or destruction that has devastating impact on organizational performance and effectiveness. The human relation view perceives organizational conflict as a natural event that may enhance organization performance and effectiveness; if it is effectively managed.
Anger is the most important emotion in customer social relationship and it can effects on a person who experience this emotion (Lazarus, R. S., 1991). Anger is related hostile behavior of the customer (Berry, 1995). When a customer experience the poor quality of service rude employee attitude or faces the failure of the service by the supplier his anger emotions can affect his relationship. (Bougie, R., Pieters, R. & Zeelenberg, M., 2003). Customer behavioral intention to continue purchasing relationship with exiting service provider can be effect when anger increase.