Passive Response In The Workplace

When we discriminate, disrespect, gossip, bully and intimidate can be viewed as being uncivil. Our behavior can threaten positive relations with our co-workers and an unhealthy workplace. We all must take action for our behavior and practice civility. Civility creates a healthy and productive workplace if everyone fosters positive relations, treat everyone with respect and kindness, and promote civility in the workplace.

If I did not agree with the comments made by the manager, I could write a letter to appeal against them and then I would have to send this letter to my area manager, head office or HR.

Team members need to know that problems encountered can also be used as a teaching tool and their input is , damages for mistakes that have been made. Everyone makes mistake and staff need to feel that they won’t be punished, but if they are held accountable that the discipline be done quickly so they are not walking around with a feeling of impending doom. All staff at some point will have corrective action, but it needs to be fair and a teaching plan must be done.

All team members will respect the ideas and views of the other members even if there is disagreement. Team members will encourage each other and help each other along through the course so that the end goal can be achieved.

While the strength of this book is displayed in the many examples provided by the author of what to do if a certain situation arises, this author was curious as to what a team leader or member would do if a team member must be dismissed

The team leader’s ability to identify, understand and correct any dysfunctional teams is also an important process to stay productive. There are three types of dysfunctional teams (MCMANUS, 2014) the “war zone” team is an environment where everyone is watching their backs and jockeying for position behind closed doors. There is usually a struggle for power and is generally a very completive environment between team members. The “love fest” team is heavily focused on

Jerks are a problem in the workforce because no one wants to work with them. They are toxic people who effect everyone around them. Jerks are a problem in most every field of work and they are hard to avoid. They can cause people to quit or be less productive because of their toxicity.

The team is assembled and the task is allocated. Team members behave independently, with anxieties about inclusion and exclusion. Their time is spent planning, collecting information and bonding, with an apparent willingness to conform. This can happen whenever new circumstances occur within a group, or when new challenges or projects are set within established

“Strict punctuality is perhaps the cheapest virtue which can give force to an otherwise utterly insignificant character.” (J.F. Boyes) Punctuality is one of the cornerstones of the American Capitalist mindset. From birth, being on time is constantly stressed as a necessary skill that is needed to truly be successful in the world. Lateness is not a tolerated from school, work, and even outings with friends. Even for the most loyal friend and employee chronic failure to arrive on time could lead to the demise of a relationship with the other party. No matter the excuse or reason “Lateness is defined as arriving at a setting after the start of a scheduled event.” (Harrison and Price 2003, p.205). Consequently immediately after the event starts or it passes the time someone either agreed or was told to be somewhere they are late. Mastery of this skill is not easily achieved which is self-evident, as a majority of the population knows someone who is never on time, or may even be that individual themselves. Unfortunately people who are constantly late have a bad stigma associated with themselves. Adjectives like rude, inconsiderate, and lazy are constantly being thrown in their direction. Though the blame may be of no fault of their own. What causes this pattern of disregard for the strict standards everyone else listens to that time places? Ranging from early, on time, and late, the classification time sets on an arrival leaves little room for error if one still hopes to still be

In my opinion, in order to be bias-free, employers need to ensure their managers and employees show respect for one another in any form of communication. For instance, when writing emails, letters, memos, forms, advertisements, presentations and any other type of communication, they should be aware of gender pronouns.

In addition, the communication channels are kept clear in the team (Cameron, Harbison, Lambert & Dickson, 2012). In the case of any problem or issue, every team member is free to direct it to the right. Hence, a lot of conflicts are avoided.

Based on lesson principles I encountered while reading through the material in Module 8: Effective Negotiations, I found Social Sensitivity to be especially important to me. Social sensitivity caught my eye because it outlines how I can make a work center more cohesive by paying close attention to the differences in those around me. It also brings attention to how those differences dictate how each individual has unique characteristics to bring to the mission and what could happen if those traits are disregarded.

On the other hand, avoidance strategies are also often adopted as a coping mechanism for bullying. As Anderson, Labriola, Andersen, Lund, and Hansen (2015) reported victims of bullying remain passive and seldom ask for help therefore avoidance plays a pivotal role in depression. Depression via bullying and avoidance coping strategies is reflected in absenteeism levels in the workplace (McTernan et al., 2013) The study by Ortega et al. (2011) found that the risk of long-term absence was higher for those exposed to bullying than for those not bullied. Victims of workplace bullying may adopt an avoidance strategy as a coping mechanism to escape the bully, by not attending work they avoid being bullied (Casimir et al., 2012). An avoidance strategy

The first program we recommend Gundersen employees and administration taking part in is called ProActive ReSolutions. This is an internationally recognized leader in creating and helping maintain a successful and respectful workplace. ProActive uses a wide variety of products to prevent conflict, repair relationships that have been harmed by conflict, communication, and protect people whose health and safety could be in danger of this healthcare’s team conflict.

Levin (2005) suggests that the idea of a team is to share the same objectives. This may not always be the case if team members have never met before and are not fully clear of the task set. This can lead to confusion between members and may mean that some team members are unwilling to be told by their peers what to do. This is an example on ineffective team work.