Summary Of Bringing Civility Back Into The Workplace

The organizational ethics polices of this organization is based on developing an ethical climate. This climate is one where everyone---leadership, staff, contractors, vendors, customers, and the public---is treated with the utmost respect. This organization has a zero tolerance for rude and/or discourteous actions, or any signs of disrespect. No type of aggressive behavior, whether in person, writing, by phone, computer, or any device, or failing to assist when danger is present, is

Hatred in the work environment breeds various issues for workers. For example, representatives working in a negative situation will probably discover issues with confidence and low profitability. Also, a negative work environment can prompt high representative turnover rates. To build energy in the work environment, workers must to make a positive workplace and do what it takes to maintain and cultivate this culture. According to Yoder-wise (2011), “the definition of violence includes overt and covert behavior ranging from offensive threatening language to homicide” (Yoder Wise, 2011, p.498). Violence can be noted as the general term that represents lateral aggression,

Civility in the work place, or the lack thereof, has been identified as a growing problem within many professions in today’s society. Often referred to as lateral violence, this occurrence is no exception in the nursing profession. It is also known as ‘horizontal violence’ or ‘workplace bullying (Coursey, Rodriguez, Dieckmann, & Austin, 2013). In this evidenced-based paper, information will be provided in an effort to identify causes of lateral violence in the workplace and how to encourage civility.

Reading the prescribed chapters 4 and 7 in Diversity in the Workplace, I hemmed and hawed what workplace to target filled with heated debates aligned with their side, the other side and the truth. I will also provide my insights and observations onsite at a federal agency located in the Hudson County region recently. We have grown and continue to grow in technology, science, and math like the speed of light, however, when it comes to us on personal and interpersonal relations, I feel that we are little better than our ancestors nineteen generations ago.

Washington, George. Rules of Civility and Decent Behavior in Company and Conversation. Miami, FL: BN Pub., 2007.

Discuss whether there should be a different standard of behavior in the workplace compared to personal relationships.

Incivility in the workplace, although sometimes totally unintended does have impact on the relationship between patient and provider and may cause harm psychologically (Penny & Spector, 2005). Stress and difficult situation generating this stress, such as a disaster, is a major factor in such disruptive behaviors (Fellblinger, 2009). Consequently, it can very often be expected to be issue both from the public and the providers, either through reaction to a negative input by a client/patient or as intrinsic negative behavior.

Incivility, bullying, and workplace violence are part of a larger complex phenomenon, which includes a “constellation of harmful actions taken and those not taken” in the workplace (Saltzberg, 2011, p. 229). The term “actions taken and not taken” provides an overarching framework that includes using explicit displays of uncivil or threatening acts, as well as failing to take action when action is warranted or required to address incivility, bullying, or violence in the workplace.

If the workforce contains one toxic person, their behavior tends to rub off onto others. In her article published in an issue by Psychology Today, Christine Porath, explains how her boss’s behavior trickled down throughout the staff. Portath (2017), a recent college graduate, when she landed her dream job of working at a sports academy helping them launch a new athletic brand, but the excitement quickly disappear after she discovered the true behavior of her employer. She described him as a rude and self-absorbed dictator whose actions could be called obnoxious and some may even consider as one of a bully. Eventually his actions affected his whole staff, coworkers began taking out their frustrations out on each other and eventually even their customers. These behavior even led to some of the employees destroying their place of work by stealing supplies and refusing to help out their coworkers (pg. 53). This can lead to the downfall of not only the company, but also the employees themselves as many could lose their jobs; that can lead family problems because of the loss of income and could even set back their child's success.

Welcome to this year’s national convention! I would like to thank all of you for coming tonight, but I would especially like to thank Professor Akers for organizing and planning this event. Tonight, we will be discussing communication and behavior issues in leading a diverse work culture. Did you know that non-white workers now make up nearly one-third of the labor force (Burns, 2012)? Statistics too boring to keep your attention? How about this: “Racially diverse teams outperform their non-diverse counterparts by 35 percent (Woolf, 2017). Do I have your attention know? As you can see, diversity in the workplace doesn’t have to be a requirement just to meet government regulations and ethical expectations. There are tremendous implications for your business. Unfortunately, there are several issues possible plaguing and inhibiting your business in regard to diversity. We will discuss the most predominate issue, communication and communication behaviors.

There is a problem in the workplace…It is a problem of values, ambitions, views, mind-sets, demographics, and generations in conflict. The workplace you and we inhabit today is awash with the conflicting voices and views of the most age- and value-diverse workforce this country has known since our great-great-grandparents abandoned field and farm for factory and office.

caring relationships and is key to a good workplace” (Baillie, 2017, p. 561). Communication, whether it is verbal or non-verbal, is integral in our everyday lives and without it, knowledge cannot be

workplace bullying can be seen as sociably unacceptable. In the July 2015 issue of Cosmopolitan

It is unfortunate that many companies foster work environments which are detrimental to their employees. A workplace could be considered toxic for many reasons. In today’s world, most toxicity in companies stems from poor management or employees that are rude to their coworkers. Toxicity in the workplace doesn’t just affect the moods and health of the employees, but in turn has a negative effect on all work produced. Having a work environment that fosters this type of behavior is bad for the employees and, overall, bad for business. The two most frequent occurrences are bosses that are rude and overbearing toward their employees, and employees who are rude to their coworkers.

What does a person think of when they heard the word civility? For some, it might mean being respectful to you fellow man. The word can also mean to be friendly or not hostile to someone else. Being friendly to others is something that is taught to us at a young age. This then brings up the question, if we are taught to treat others with respect at a young age, what changes when we become adults? In the workplace it seems that people are often treated horribly or differently. Does the competitive nature of the workplace cause this hostility and uncivility? Could it also be that people just don’t care enough to treat others with respect? These questions plus others are difficult to answer and can sometimes start a whole new line of questions about the workplace. Bosses can sometimes treat their employees with disrespect because they feel the employees are beneath them and can say or do anything to them. Employees can treat each other horribly because of issues or maybe trying to get a certain promotion. The might treat another person because of their race, gender, or sexual orientation. The world is filled with horrible people and this type of uncivility can have a sever effect on not only people but the organization as well. The article by Pearson and Porath takes a look at uncivility in the workplace and how it can damage an organization. By examining the article we can see why unicity is uncalled for and why the issue must be dealt with sooner rather than later.