Hello this is for my organizational behavior class. It’s a discussion board. Is

Question

Hello this is for my organizational behavior class. It’s a discussion board.

Is the Workplace Becoming More Uncivilized?

Workplace incivility is “low intensity deviant behavior with ambiguous intent to harm the target, in violation of workplace norms for mutual respect. Uncivil behaviors are characteristically rude and discourteous, displaying a lack of regard for others.”20 Results of public polls suggest that incivility at work is increasing with four out of five employees viewing disrespect and a lack of courtesy as a serious problem.21Nearly three out of five believe that the problem of workforce incivility is getting worse. One study found 71% of employees surveyed reported experiencing incivility at work at least once in the prior 5 years.22Another study of 603 nurses found 33% had experienced verbal abuse in the previous 5 days.23 The rise of incivility may be due to the increasing rates of change; people don’t have the time to be “nice” anymore. Another explanation is generational differences; the “me generation” is focused more on their own concerns and lacks respect for others.24Workplace incivility has been linked to outcomes for individuals and the organization. For example, a study conducted in a large public-sector organization found workplace incivility is related to sexual harassment and that both were detrimental to female employees’ well-being.25When employees experience incivility, they respond in various ways, including losing work time to avoid the uncivil person, decreasing their effort, thinking about quitting, and leaving the job to avoid the instigator.26 Workplace incivility predicts burnout, which, in turn, predicts employees’ intentions to quit.27 In response to this growing concern, organizations are beginning to set zero-tolerance expectations for rude and disrespectful behaviors at work.28Others are even implementing training in proper etiquette for managers.29 Workplace incivility needs to be addressed to reduce the personal and professional impact on employees and leaders need to take a proactive role to prevent it.

Sources:

Andersson, L. M., & Pearson, C. M. (1999). Tit-for-tat? The spiraling effect of incivility in the workplace. Academy of Management Review, 24(3), 452–471;

Cortina, L. M., Johnson, P. R., & Indvik, J. (2001). Rudeness at work: Impulse over restraint. Public Personnel Management, 30, 457–465;

Coutu, D. L. (2003, September). In praise of boundaries: A conversation with Miss Manners. Harvard Business Review, 41–45;

Graydon, J., Kasta, W., & Khan, P. (1994, November–December). Verbal and physical abuse of nurses. Canadian Journal of Nursing Administration, 70–89;

Explanation / Answer

Uncivilized behavior has become a new routine in the organisational set up nowadays. Though management tends to take deterrent actions, an incident happens every now and then; primarily due to arrogance or ignorance on part of either a superior or the subordinate.

Before beginning the experience I had, it is important to mention that I have been with the organization for 4 years and has been consistently a top performer. There was absolutely no discipline or absenteeism issue on my record. Not a few months ago my grandmother passed away, who being one of the closest family members to me, brought a great deal of pain and agony.

I had to fly to her place immediately, which left me with very limited time to inform my supervisor. I called him immediately, telling I had a family exigency and that I should be back at work in 3-4 days. After the grievings, I was at work, however, the first thing I noticed was a series of emails, from my supervisor, marking his boss, almost shouting at me for taking unplanned leaves. My company had a policy of bereavement leaves, which he chooses to reject and put me on leaves without pay for the entire duration.

I was extremely pained, eventually, I learned that this matter was also discussed by him with my other colleagues during the coffee breaks.

I choose not to get into an altercation with my supervisor and mailed him the details and reason of my leaves, specifying that we have had a call about it and that's why I didn't choose to send an email.

I specified the company policies, marking the concerned HR SPOC, mentioning that my case falls well within the bracket of the bereavement leave and he has no right to question my integrity and question my pain.

A formal mail, with all parties marked, and strong logic and support in form of the policies left no defence with my supervisor, who had but to accept my case and apologise for the same.

The management also got involved, his boss had to reprimand him for taking coercive action on someone during a period of personal loss and the HR also took note of the issue.

The important thing I learned from the incident was that one should

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