What Impact Does A Negative Personality Have On Workplace Culture?

Unlike aggressive, violent, and abusive workplaces, where the intent to cause harm is apparent, incivility takes on more ambiguous forms, where the perceptions of the instigator, target, and observer(s), must factor together to determine intent (Andersson, 1999). General incivility, as a primary precursor to a toxic workplace, can be described as rude behavior, or a disregard for others within the organization, stemming from a lack of recognition, or ignorance, of co-workers emotions and values, often taking form in deviance as a protest of dissatisfaction (Kelloway, 2010), and leads to a downward spiral of malcontent. Pearson classifies Incivility as “Low-intensity deviant behavior with ambiguous intent to harm” stemming from “Anti-social behavior in violation of workplace norms for mutual respect”.Despite the intent, or lack thereof, the effects of incivility in the workplace are strictly damaging, and as such, must be addressed before spiraling out of control. Examples of workplace incivility include ignoring advice and belittling ideas, lack of active listening, taking credit for shared work and public criticism or insults (Johnson, 2001). Even negative

Give examples of how the Behaviour and actions of individuals could affect others within the workplace.

Organizational culture shapes and reinforces certain employee attitudes and behaviors by creating a system of control over employees.

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,

In today’s business environment, leadership is a major topic of discussion and concern. Having the right leaders in place could be the difference between a successful business and unequivocal failure. There are many different leadership styles that are proven to be effective and then there is the type of leadership that leads a business in the opposite direction. This type of leadership is known as toxic leadership. Research has shown there to be many defining characteristics of a toxic leader and there are identifiable signs that may be indicative of a toxic workplace. The effects of this type of leadership and the environment that it creates can be far-reaching. However, there are ways to assist individuals with protecting themselves from a toxic leader and the negative results of working in a toxic environment.

*  People Shape the Culture. Personalities and experiences of employees create the culture of an organization. For example, if most of the people in an organization are very outgoing, the culture is likely to be open and sociable. If many artifacts depicting the company’s history and values are in evidence throughout the company, people value their history and culture. If doors are open, and few closed door meetings are held, the culture is unguarded. If negativity about supervision and the company is widespread and complained about by employees, a culture of negativity, that is difficult to overcome, will take hold.

Toxic workplaces is a systemic and systematic problem to an organizations sustainability. It is important that the leadership develop an organizational culture that does not tolerate aggression and behaviorally supports employees in dealing with it. It is imperative that leaders are equipped with the skills to appropriately access the environment , have the ethical temperament needed to take responsibility for the problem and the skill-set to effectively correct the problem (Ellen & Ascalon, page 189). Emotionally and psychologically toxic workplaces can be framed through the following theories for redress: systems theory explains the interconnectedness and interrelations

 Article one” "Individual and situational predictors of the workplace bullying: why do perpetrators engage in the harassment of others" (Hauge, Skogstad & Einarsen, 2009). Authors: Lars Johan Hauge, Anders Skogstad, & Stale Einarsen. Article two:  " does trait anger, trait anxiety, or organisational position moderate the relationship between

The article “Toxic Leadership Isn’t Dead yet” examines toxic behavior in leadership and identifies the signs to look for when inspecting our own environment. Ellis (2014) recommends using the four D’s to classify a dysfunctional leader: deny, defend, demonize and destroy (p. 8). He stresses the importance of acknowledging dysfunction, seeking out help to deal with the situation and offers suggestions on how to repair damage caused. The author’s blunt approach is refreshing, informative and his insight invaluable.

Since there has been a rise in unfavorable treatment incidents when corporate psychopaths are in the workplace, it has also caused an increase in negative effects for organizations. Such negative effects include an increase in bullying (Boddy, 2014), counterproductive work behavior, harassment, employee absenteeism and healthcare costs for organizations by these individuals that display these toxic behaviors. Consequentially, even though there is an increase in these toxic and counterproductive behaviors in the workplace, there have not been solutions established to determine how to prevent these behaviors. Some suggestions to avoid these behaviors include improving screening and selection procedures before hiring these individuals. Providing coaching or leadership

Abusive leaders blame, divide, marginalize, undermine, and intimidate employees (Kellerman, 2004; Kusy & Holloway, 2009). They torment their subordinates to the detriment of both the mission and people, undermining a positive organizational climate (Ashforth, 1994; Reed, 2004). Their behaviors create an environment that build walls, and crushes creativity and loyalty. As this type of incivility whether from a leader or colleague, has been found to impact productivity. For example, Kusy and Holloway (2009) found that 50 percent of those who experienced incivility reported spending time concerning about it instead of working, while 25 percent explicitly said they cut back their work activity. These responses indicate that long term toxicity can and often decrease creativity and innovation.

This essay aims to analyse how personality can affect the performance of teams. This essay will also explore various theories relevant to personalities and will assess how different personalities can be beneficial in increasing team performance as well as any disadvantages. This essay will also explore how personality can affect the inter-personal relationship between team members.

Personality has been inherently defined as possession of a particular set of characteristics possessed by people which influences their behaviour and reactions in different situation along with their motivation level to react to difficulties at the workplace. However, understanding personality traits and their development has been a contentious matter. Nonetheless, various theories have been forwarded to rather contribute to this contentious debate. For example employers set goals and encourage involvement with the company to have a better employee performance, which would result in higher motivation level subsequently leading to increased efficiency. Studies regarding the relationship between personality traits of a particular employee

An organization’s culture governs day to day behavior. This type of power may be seen as a control mechanism, which businesses use to manipulate internal and external perception. Every organization has a set of assumed understandings that must be adopted and implemented by new employees in order for them to be accepted. Conformity to the culture becomes the primary basis for reward by the organization. “The role of culture in influencing employee behavior appears to be increasingly important in today’s workplace, as organizations have widened spans of control, flattened structures, introduced teams, reduced

A strong positive organizational culture develops from employee awareness of the distinct differences between their company and other companies along with company mindfulness and embracing cultural diversity of its employees. As long as the organizational uniqueness of companies is positive, company pride among employees expands and improves the employees’ willingness to learn. Conversely, disinterested employees lack commitment to their company and lack desire to learn, making training more difficult.