Workplace Negativity

C. They have no conscience, no empathy, no feelings or remorse. Only apathy. A dark

Negative behavior can happen to anyone it can be naturally the way how you respond to things is negative but others can occur negative behavior on

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,

I personally blame others for things that happen, unless I know it was truly me that did it. The people that I normally blame are my sister and brother. Mainly because they are always somehow part of what happened. My sister is little so she sometimes is the reason that things happen. In Romeo and Juliet the main reason they died was the feud between their parents and because friar Lawrence decided to marry them.

5.Nick characterizes them as vapid and self-indulgent. Cruel even,they are heartless only backup by greed and self importance.

The scapegoat was created based on an incident that occurred during one of the first team meetings. The group as a whole were discussing the homework assignment from the previous week. The task was to give a personal definition of the word conflict. As different members of the group mentioned their definitions, the soon to be scapegoat illustrated a difference of opinion. While all the other members of the group discussed how conflict can be negative, the scapegoat mentioned during his definition that conflict, while tough to address at times, had the potential to be positive. Immediately, the individual who was seen as the group’s leader disagreed and so did the

The “person-blame” approach is the assumption that social problems result from the pathologies of the individual. For example, cultural deprivation implies that the culture is inferior or deficient compare to the majority culture. This approach tends to assume that universal norms exist and that behavior is unusual depending on how much it waifs from these standards. From the person-blame approach, individuals who digress are seen as trouble and are often criticized. Like “Why do these people turn away from norms?” Well, because most people consider themselves as law abiding and is frowned upon if another individual violates a social norm such as a character flaw or even an illness. For example, a person-blamer might argue that a poor person is poor because he or she is lazy and is not trying hard enough to get a job. In other words, that individual is poor because of his or her own fault. Advantages for this approach are slim but they do seem

Gould,T. (February 19, 2014). Bringing Civility Back Into the Workplace. Accessed on October 14, 2014 from http://www.hrmorning.com/bringing-civility-back-into-the-workplace/2/

Perhaps the most comprehensive essay on the origins and effects of scapegoating was written by René Girard. Girard described a cycle of rivalry between two parties where one person’s achievement or desire of something creates envy and competition between others who become jealous and also begin to desire these things. This rivalry creates ever growing tension and conflict between these people whose desires only increase over time. The increasing animosity inevitably leads to an outbreak of violence and chaos, where the only way of stopping the hostility is through the sacrifice of a (semi) innocent third party who takes all of the blame, the scapegoat. The third party is an unwilling victim, and they must be believed to be completely guilty for the scapegoat effect to take place: “A scapegoat effect that can be acknowledged as such by the scapegoaters is no longer effective, it is no longer a scapegoat effect” (Girard, 1996, p. 14).

Being able to gain trust from one person is a difficult task, coming from another unit and being able to gain the trust of a team that has already been formed is even harder. Having a incident like sexual harassment and sexual gestures happen within the unit can have demoralizing effects on the effectiveness of the team. The hostile working environment may hinder some hard-working soldiers and cause them to not give maximum effort. It may also make the victim(s) feel as if they are not appreciated and their performance may reflect their recent feelings towards the situation. Also these negative actions may cause a fellow soldier to relive a certain situation that happened to them previously.

C- Lack of self-confidant: they feel that they are different from others so they lack of self confident

Researchers found that hostility is closely related to displeasure, high arousal and low dominance ratings. Previous research suggests that people with increased levels of hostility are more negative in perceiving, processing and expressing emotions (Heponiemi, et al., 2007). As compared with others, individuals with elevated levels of hostility evaluate others harsher, make favorable judgments about others more slowly, recall less favorable information about others (Guyll & Madon, 2003) and evaluate people more negatively (Allred & Smith, 1991). The results support that hostility is related to negative emotional reactions and that these reactions seem to be independent of the nature of the stimuli. Individuals with negative or hostile seem to be prone to react negatively regardless of the environment around them (Heponiemi, et al, 2007). The researchers found that the strongest relationship is between hostility and paranoia, negative beliefs about those around you and their negative intentions. Thus meaning if an individual is naturally hostile or aggressive, they will perceive the environment around them as such (2007).

It is almost impossible to avoid unpleasant situation, especially in work environment because there is always someone or some group of people who has nothing positive to contribute, but riles up other people, and makes life miserable. Some employees are difficult to deal with, yet, some employees are toxic. Toxic employees are those with rude behavior, temperamental, abusive, spread gossip, create factions, distort communications to their ends, and sabotage work process (Kerfoot. Page.149). Having toxic employees could makes organization performance suffers, and staff may become distracted by toxic behaviors. Toxic employees thrive in workplace for some reasons, because they got hired at the first place, and the

These are the people who have some dreams and goals, and have the energy to make it happen, but they don't see the point because their mindset is so negative. Their pessimism keeps them from going after their goals, and it will keep you from going after your as well.

Developing jobs to ensure all employees are fully satisfied and engaged is a difficult task. Human beings contain a variety of personal traits and qualities, which cause individuals to seek out an array of interests. Meaning, fully catering to each employee’s interest is nearly impossible. At the end of the day, duties must be completed, even if the job doesn’t completely align with a worker. With this being said, if all four employees enacted their jobs exactly as they were written– job performance, engagement, and satisfaction would suffer. It’s not as if these employees despise all aspects of their job. But, if these employees could not find a way to be motivated, engaged, and connected, it will force workers to reject their position