While people might have different definitions that define workplace hostility, it generally means experiencing unfriendliness, aggressiveness, or being confronted or pointed out negatively on your every move in the workplace. In other words, a hostile work environment may be described in different contexts by employees which they deem to be hostile, including: 1. Regarding the superior as the bad boss 2. Rudeness shown by co-workers 3.
These stressors and strains can consist of lack of sleep, hostility, workplace or family related conflicts, low commitment and or low morale (Brit, 542). If ineffective leaders do not disseminate tasks appropriately or motivate their personnel, it will likely result in disorganization and confusion further prolonging or halting the
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.
The group is more concerned with preserving harmony than with objectively assessing their circumstances, substitutions and preferences. The group, as a whole, tends to take unreasonable actions or overestimate their positions. Groupthink subdues individual thought, and innovation is often a casualty. As a result, organizations often fail to see or respond to developing market trends or adopt emerging technologies. A larger danger of groupthink occurs with companies that are dealing with stressful internal or external conditions or have faced failure in the past, especially as the result of deviating from standard procedure.
Generally if a person is in a positon of power or status they feel they need to protect them and often they become threatened by another person’s abilities in their job performance (Lutgen- Sandvik & McDermott, 2008). Another reason why people bully can be due to employee competition such as, sale targets being achieved. This can lead to verbal abuse as employees may try to discredit a fellow colleague by spreading rumours to sabotage their competitor (Lutgen- Sandvik & McDermott, 2008). Also, those working within the health and social care professions are working in extremely stressful environments, therefore competition between colleagues may lead to increasing demands on job performance. Similarly, Einarsen and Zapf (2003) highlight the reasons why people become victims or targets of bullying within the workplace environment.
However, the differences of organisational policies and procedures such as Bathay and P.A.Y.E.S will affect collaborative working with both the staff as well as service users. According to Dalrymple et al (2006, p.140), working within the effects of stereotyping existence as well as labelling might cause some amount of difficulties as professionals from different organisations priorities, values, constraints and pressures, concerns and worries, legal expectation and obligations are different as it relates to the service users, other professionals as well as themselves. These differences can make collaborative working difficult which results in discriminatory as well as oppressive practices due to mistrust, tension and poor
Employees are facing high level of stress & frustration in their respective private and professional lives roles are same which are imposed on other person in other part of world. If at all work-life conflicts decrease to the employee then the productivity of the organization automatically increase in the organization. When the worker’s desires and wants are not obtained by the organization, then in organisation work conflicts raises and this is very hazardous for both company and the employees. What is work conflict ? Work conflict is a inter-dependant conflict among both professional and private life .
he problem within the workplace is hostility which can be toxic to the efficiency determination, and collaboration with the work environment. There has been a lot of tension with the coworkers and management staff because management has not demonstrated effective conflict resolution techniques. In the story Sheila has concerns because management has not intervened to alleviate the prevalent behavior of the hostile employee. The employee continues the rant and express outburst that disturbs the office which can be challenging when expressing emotions. According to Egan (2006) he states that managing our emotions and the way we express them is part of social intelligence.
The use of competitive conflicting style will create a negative result when used in certain situations or inappropriately. After all, the “win-lose” approach leaves no room for compromise. Management that choose this approach with their employees may breed hostility between parties. Power driven decisions made abruptly can strain the relationships between individuals of the workplace. This can possibly result in resentment and retaliation, which would eventually lead to lower motivation and productivity of the organization.
Workplace stress and mental health are two commonly related issues. The definition of this topic is, according to (Buckley, 2016) as a harmful reaction that people have to undue pressures and demands placed on them at work. Stress in the workplace is quite common nowadays due to the loads that employer put on their worker, when the world is changing globally and competitions are getting bigger, employers usually first will force their workers to put in more effort in their jobs than rather to bring in more employees. Besides excessive workloads, the working environment can also results in workplace stress. For example bullying, sexual harassment, bad communication between staff and a lot more that can induce stress to the workers.