Dealing With Difficult People : Workplace Essay

Dealing with difficult customers can have a range of implications to staff and the organisation. HR needs to consider:

The Slade Company is a successful Michigan based manufacture of metal products for industrial application. However the Plating department is experiencing a serious managerial challenge related to the company human resources and particularly to an organized awkward behaviour the employee developed to resist the mandatory workload. Indeed, the company's production manager Ralph Porter knew that in the plating department some employees were punching the time cards of their co-workers who were leaving their job two hours earlier on a regular basis.

Each day thousands of employees are subject to threats, harassment, intimidation, and verbal or physical attacks. According to OSHA, workplace homicide is the leading cause of death for women and the 2nd leading cause of death for men. This growing problem has mangers as well as employees uneasy about their safety at work. It also has employers concerned about the tremendous liability associated with incidents of workplace violence. Therefore, it would be beneficial to employers, managers and employees to have some knowledge of workplace violence. Additionally, employers have a legal and moral obligation to provide a safe working environment for their employees.

Poor communication is often responsible for the hostile work setting, therefore it is preeminent of the employee to start with a respectful confrontation about the present work environment in a face to face meeting. In cases where respectful confrontation does not resolve the situation Robert Sutton suggest limiting contact with the jerk as much as possible.

Workplace violence is the main issue in the United States expressed influencing a large number of American consistently. Working environment violence is any demonstration or danger of physical savagery, provocation, terrorizing, or other undermining problematic conduct that happens at the work site. It ranges from dangers and verbal mishandle to physical ambushes and even murder. It can influence and include workers, customers, nurses, patient, clients, and guests. Workplace violence can be discovered anywhere in every field we may accept the fact that it can happen in our workplace too, but the fewer people speak which is encouraging these criminals to prepare of making more atrocity. The occupational safety and health organization (OSHA) have created rules and suggestions to decrease laborer presentation to this deplorable scourge but still many people are being victimized their hands are tied up mouths are taped out to face the reality of what they are living through (OSHA 2015). OSHA’s paradigm incorporates the following elements: management commitment and employee involvement, hazard analysis or assessment, hazard controls, employee training, and recordkeeping and evaluation (McPhaul, London, & Lipscomb, 2013). As mentioned, these elements are basic guidelines in constructing a program, but more specific measures are needed to address specific precursors that contribute to the occurrence of violence and bullying. This would assist in forming the best strategies to remedy workplace violence and incivility.

Unhappy employees can be toxic to any organization. The lack of interest, blatant disregard for company policies and procedures, tardiness and a host of other negative behavior can quickly spread to other employees, especially new recruits. The key is to diagnosis the situation and deal with it sooner than later. Providing immediate attention to an escalating issue displays not only efficient leadership but also builds trust with other currently loyal workers.

Bullying and incivility causes an unhealthy work environment, which affects the staff, patients, and the organization. Some of the effects on staff include burnout, anxiety, depression, increased absenteeism, poor communication, decreased moral, decreased job satisfaction,

Most of us have experienced some form of bad behavior that was directed at us. We can all relate to young children being bullied in school and on playgrounds as it brings back memories of our own experiences with unsavory characters. Unfortunately, experiences of incivility cannot be relegated to childhood, because as employees many are faced with a work environment that impedes success and job satisfaction, due to inappropriate and uncivil behavior by peers and supervisors.

Workplace violence can be considered as “violent acts, threats, physical assault or acts of aggression towards an individual on duty at work (). Violence can also be caused by hostile conduct with the intent to cause emotional or verbal harm. This article focuses on ER nurses experiences with the susceptibility towards violence in the workplace. According to Papa & Venella (2013), nearly 25% of the ER nurses experienced some type of violence from verbal abuse to physical abuse within the last three years (Papa & Venella, 2013). In my opinion, it is very

Nearly 2 million records of American workers have been victims of workplace violation each year. However, many more cases go unreported. The truth is, workplace violence can strike anytime, anywhere, and no one is immune. Workplace violence categories are violence by strangers, co-workers, personal relations, and by customers or clients. Some workers, notwithstanding, are at increased risk at certain worksites. According to Bureau of Labor Statistics (BLS) Census of Fatal Occupational Injuries that there are a total of 4,405 fatal work injuries in 2013, 4,628 fatal work injuries in 2012.

Maria is a good employee but is often loud and aggressive in her approach to co-workers and supervisors. The employee record shows there were problems with tardiness and attendance and twice supervisors for these infractions have counseled her. Maria has pointed out that she is the only

The term insubordination means a defiance of authority or refusal to obey orders. Insubordination is also the unwillingness to carry out a directive from a manager or supervisor can manifest itself as a verbal refusal, a nonverbal refusal or an unreasonable delay in completing work. Insubordination in the Military is a refusal by subordinate to obey lawful orders given by a commissioned officer or non commissioned officer. The military ranking system was built on lower enlisted soldiers, non commissioned officers and lower enlisted officers taking orders and following orders that was given by higher ranking officials. Insubordination is covered in article 19 of the Uniform Code of Military Justice. Insubordination have negative effects on unit cohesion, moral, insubordination negatively affects the very foundation the Army was built upon.

Performance at workplace depends on mental composure. Errors occur when employees are under stress either mentally or emotionally. Stress could be caused by work environment and people surrounding the individual, workload, personal feelings, and conflict. A high perform employee can quickly lose motivation when he/she observes favoritism due to gender bias, or mistreatment due to sexual orientation. Loss of such individuals eventually effects the Company's

"Workplace Survival: Dealing with Bad Bosses, Bad Workers, and Bad Jobs", by Ella Van Fleet and David Van Fleet. There are three elements that can be found in a normal workplace, when dealing with a bad boss or bosses. You have bosses, workers, and different job task(s) and duties. Bad insecure bosses can abuse their power, by withholding promotions or a pay increase opportunity. On the flip side of a coin you have bad employees or coworkers. Managers and supervisors can expect to see bad attitudes and poor morale when dealing with bad employees. There are bad workplaces that are unpleasant and unsafe for employees. This is due to a poor business culture or climate. Bosses and workers can work together as a team to create a good business atmosphere.

Most companies and government agencies have policies in place that can support the vision of non-violence in the workplace. “Berman noted that workplace violence is not new, but it periodically emerges as a priority for an organization. It is clear that workplace violence requires a comprehensive approach and training should be recurrent” (Berman 2013, 351-352). Theses comprehensive approaches should deal with strategies in identifying the problem, zero-tolerance policy and after action review plan. Overall the plan should focus on the potential of violence happening within their companies and government agencies. “Federal employees in organizations such as the National Institute for Occupational Safety and Health and the Occupational Safety and Health Administration