Feelings of Love and Hate for Coworkers

In working relationships, you do not need to like the person you are working with therefore personal opinion and feeling are kept away from the working environment, but mutual respect is needed.

Her and I were on a first name basis the first time she told me to eat more saying if I ate more meat then maybe I would have some on my bones, I was used to hearing this and just laughed it off. Every time after that she would make a progressively worse comment about my weight, comments such as “if you don't start eating your pants are going to fall right off” after she spotted me tugging the pants higher on my body or when she saw me darting into the back room to eat my subway and yelling a quick “better be some meat on that sandwich” then finding me after break to ask if I had eaten it all. It was becoming annoying and tiring. I had enough and and one day she came in to buy her usual pound of candy for the week then made her comment as I was ringing her up, I stopped what I was doing and looked up at her and said “I think it's funny you tell me that I need to gain weight but every time you come in here you look like you've gained 5 pounds since the last time we saw you, which by the way was about four days ago. Don't think we haven't noticed that your sweatpants have become almost leggings on you.” That was what got me fired. Although, I told everyone it was because it was a seasonal job, which it was only the season wasn't over and my job there

In our situation a complaint was never filed with the company letting us know the employee was unhappy or giving us the opportunity to respond to the situation. Therefore the company was unaware of creating an intolerable working condition for that employee and we did not intentionally do it. The company experienced growth so the production schedule changed for all employees. The

Completing Robert Sutton’s survey confirmed what I’ve always known, I am not an asshole, but unfortunately I can share personal testimony about working with jerks in the past. The key to surviving such hostile work environment is professionalism and a reliable level of consistency. No one wants to risk job security so the safest path is to do nothing, until a situation implodes. This was never my stance when dealing with jerks/assholes, being in the military can be a hostile environment both on and off the battlefield so on various occasions I’ve addressed superior that were being assholes. The key to resolving such issues and keeping one’s rank is knowing the regulation and addressing the issue in a tactful manner. Constructive confrontation is both beneficial to the employee, coworker, employer, and the organization since resolving these impairment will make the work environment friendlier which increases productivity.

During shift change one morning, one employee arrived late to shift huddle. I noticed she was visibly agitated, and immediately prepared myself for her behavior. As expected, she started demanding things and barking orders. She assessed the daily schedule, and her agitation turned into frustration. Once she finished evaluating her assigned position, she slammed the

Always make sure the employee read and understood the policies? That is, certainly, if the employer has followed all the legalities associated with worker relations. After you create the employee discipline form, you must learn how to use it. First, you can find someone in your organization to coach the difficult worker. During your discussion, you must inform the at will worker what he or she did wrong, tell her or him the actions you'll take, and warn her or him of the consequences if the action reoccurs, regardless of her verbal threat (Pound, 2010). In fact document it also. This is why it's so hard to separate an employee based on "at will" alone.

Unfortunately, I have experienced and witnessed incivility in my past place of work. One experience that I can remember where I can say that I fell victim to incivility involved a situation with my center manager and me. A couple of months ago my family and I experienced a sudden and tragic death of one of my dearest cousins. When I found out about this devastating news I set up a meeting with my supervisor to inform her of this tragedy and the one day I will need off so I have time to attend her funeral and wake. Long story short she was not too thrilled for letting her know about the time off in such short notice. She failed to show any sympathy and denied me the time off a went on to tell me that if I call out and fail to fine coverage I would receive a point on my record. After hearing, this I was so outraged and confused, I couldn't understand how someone working in healthcare can lack so empathy and compassion for her employees. This situation caused me to have ill feeling toward my manager, which created a hostile environment; and it was at that point I began my search for a new facility to practice in.

Even though I do not adore every coworker, I do not let personal issues interfere with my job. I aim to be as professional as I can with everyone I interact with at work. Most importantly, my coworkers can depend on me to come in on time every day or find coverage when needed. They also can rely on me to help cover their

The worst coworker that I have ever experienced was one in the military. Unfortunately for him and those around him he was unable to quit, due to having a four-year contract. I will call this coworker Mike, which is not his real name. Mike was the type of coworker that employers/employees dread. They constantly had to pick up the slack from Mike to keep up with daily demands. Mike would constantly show up late for work and PT, which eventually came to the attention of his leadership and then went further to his comrades getting in trouble for allowing this to occur. He showed a lack of enthusiasm every day and gossiped a lot about other companies and employees. Mike enjoyed talking back to supervisors, or so it seemed. Mike would waste company time by hiding, taking multiple smoke breaks, as well as taking office supplies from the supply closet. This coworker was lazy and we constantly found him sleeping in unoccupied offices. Mike did not agree with people managing him and would tend to get into arguments with other coworkers. He was disorganized, and became easily confused and often reeked of alcohol. Many coworkers thought he was doing

If I have a negative interaction with a coworker I would want to first identify what is the issue in an objective manner and look at the situation at all angles. This will create an opportunity for both my coworker and I to either identify the tactics to solve the needs or bring it to management if we cannot work together.

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.

I currently have a co-worker who disagrees with everything I do. I try to not let it get to me and move on, when it occurs. When I do have to communicate with them, I

This type of co-worker is deemed the most irritable and least likely to get along with. They are notorious for using other people for their own personal gain and are quick to betray their co-workers for any opportunities to further themselves. These types of people are characterized to have a fraudulent façade, they appear at first to be friendly until they retain whatever they need from you resulting in them turning against you. They are also notable for mooching off their co-workers which can vary in stealing ideas, personal items, or as a network opportunity again just to secure their personal

I’ve worked at a number of jobs over the year’s sense I graduated from High School, and from time to time I’ve run into co-workers that are more than difficult to get along with. The one thing that has helped the most has been being able to communicate with them in such a way as to learn what it is that they need and learn how they operate. There’s a reason people are difficult and being able to communicate with them can be instrumental in possibly exercising that information from them or at least learning the most effective way to work with them.

• Weed out poor managers. Dissatisfied workers dislike poor management. Act quickly to preserve your credibility in the workforce. Remember the law of procrastination. “No matter how long you ignore a problem employee, his or her behaviour will not improve-act now!”