Reducing Incivility at Workplace: Primary Prevention is the Answer
Keywords:
Incivility, Employee turnover, Self efficacy, Bullying, Emotional exhaustionAbstract
We see millions of people going to work every day but there are only a few luck ones who don’t experience workplace incivility. Workplace incivility originated by Anderson and Pearson in 1999 simply mean rude, discourteous behavior, hidden aggression towards anyone. Majority of the people are victim of uncivil behavior of some or other kind like verbal aggression, emotional abuse, bullying or even violence at workplaces. Research has already proved that place of business incivility is risky for all agencies and employees, but it has been extraordinarily overlooked due to its lots much less immoderate nature at the same time as in comparison with aggression. Usually the instigator of any uncivil behavior is not aware of the negative impact they are creating on the victims. The cost of the workplace incivility borne by organizations is too much in terms of unhealthy working environment, dissatisfaction and de motivation among employees, intensions to leave the job and many more. Whether done intentionally or not organizations must make sincere efforts in to detect and handle these issues in order to avoid any negative consequences. Workplace Incivility is been research by various dimensions in recent times as the cost associated with it is tremendous and can result in serious and deteriorating results for both employees as well as organizations. This article attempts to study workplace incivility and some prevention measures like Emotional Intelligence, Workplace relational civility and positive relational management. Past empirical research have reported that women is more exposed to uncivil act than men; thereby putting their well being at higher risk.
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