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Workplace Revenge
Workplace revenge refers to the general action of purposeful retaliation within the workplace in an attempt to seek silence the victim and avoid accountability. Retaliation: work related vs. social Acts of retaliation within an organization can be categorized in two ways: work related retaliation and social retaliation. "Work retaliation victimization involves adverse work-related actions that have the purpose or effect of negatively altering the target’s job and that are intended by the instigator or perceived by the target to be a reprisal for the target’s behavior."Cortina & Magley (2003) This categorization of workplace revenge concerns work-related actions that are often tangible, formal, and documented in employment records. Examples include termination, demotion, poor performance appraisal, and cutting hours. These are actions by which a victim may feel the need to seek justice. On the other hand, "social retaliation victimization involves antisocial behaviors that have ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Silent Treatment
Silent treatment is the refusal to communicate verbally and electronically with someone who is trying to communicate and elicit a response. It may range from just sulking to malevolent abusive controlling behaviour. It may be a passive-aggressive form of emotional abuse in which displeasure, disapproval and contempt is exhibited through nonverbal gestures while maintaining verbal silence. Clinical psychologist Harriet Braiker identifies it as a form of manipulative punishment. It may be used as a form of social rejection; according to the social psychologist Kipling Williams it is the most common form of ostracism. Origin of term The term originated from "treatment" through silence, which was fashionable in prisons in the 19th century. In use since the prison reforms of 1835, the silent treatment was used in prisons as an alternative to physical punishment, as it was believed that forbidding prisoners from speaking, calling them by a number rather than their name, and making ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Distributive Justice
Distributive justice concerns the socially just allocation of resources. Often contrasted with just process, which is concerned with the administration of law, distributive justice concentrates on outcomes. This subject has been given considerable attention in philosophy and the social sciences. In social psychology, distributive justice is defined as perceived fairness of how rewards and costs are shared by (distributed across) group members. For example, when some workers work more hours but receive the same pay, group members may feel that distributive justice has not occurred. To determine whether distributive justice has taken place, individuals often turn to the behavioral expectations of their group. Forsyth, Donelson R. 2006. "Conflict." Pp. 388–89 in ''Group Dynamics'' (5th ed.), by D. R. Forsyth. Belmont, CA: Wadsworth Cengage Learning. If rewards and costs are allocated according to the designated distributive norms of the group, distributive justice has occurred. ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Procedural Justice
Procedural justice is the idea of fairness in the processes that resolve disputes and allocate resources. One aspect of procedural justice is related to discussions of the administration of justice and legal proceedings. This sense of procedural justice is connected to due process (U.S.), fundamental justice (Canada), procedural fairness (Australia), and natural justice (other Common law jurisdictions), but the idea of procedural justice can also be applied to nonlegal contexts in which some process is employed to resolve conflict or divide benefits or burdens. Aspects of procedural justice are an area of study in social psychology, sociology, and organizational psychology. Procedural justice concerns the fairness and the transparency of the processes by which decisions are made, and may be contrasted with distributive justice (fairness in the distribution of rights or resources), and retributive justice (fairness in the punishment of wrongs). Hearing all parties before a decis ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Interactional Justice
Interactional justice is defined by sociologist John R. Schermerhorn as the "...degree to which the people affected by decision are treated by dignity and respect" (''Organizational Behavior'', 2013). The theory focuses on the interpersonal treatment people receive when procedures are implemented. Interactional justice, a subcomponent of organizational justice, has come to be seen as consisting of two specific types of interpersonal treatment (e.g. Greenberg, 1990a, 1993b). The first labeled interpersonal justice, reflects the degree to which people are treated with politeness, dignity, and respect by authorities or third parties involved in executing procedures or determining outcomes. The second, labeled informational justice, focuses on the explanations provided to people that convey information about why procedures were used in a certain way or why outcomes were distributed in a certain fashion. Where more adequacy of explanation is prevalent, the perceived level of information ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Going Postal
''Going Postal'' is a fantasy novel by British writer Terry Pratchett, the 33rd book in his ''Discworld'' series, released in the United Kingdom on 25 September 2004. Unlike most of Pratchett's Discworld novels, ''Going Postal'' is divided into chapters, a feature previously seen only in Pratchett's children's books and the Science of Discworld series. These chapters begin with a synopsis of philosophical themes, in a similar manner to some Victorian novels and, notably, to Jules Verne stories. The title refers to both the contents of the novel, as well as to the term 'going postal'. The book was on the shortlist for both the Nebula and Locus Awards for Best (Fantasy) Novel. It would also have been shortlisted for the Hugo Award for Best Novel, except that Pratchett withdrew it, as he felt stress over the award would mar his enjoyment of the Worldcon. This was the first time Pratchett had been shortlisted for either award. Plot As with many of the Discworld novels, the story t ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Organizational Retaliatory Behavior
Workplace deviance, in group psychology, may be described as the deliberate (or intentional) desire to cause harm to an organization – more specifically, a workplace. The concept has become an instrumental component in the field of organizational communication. More accurately, it can be seen as "voluntary behavior that violates institutionalized norms and in doing so threatens the well-being of the organization".Griffin and O'Leary-Kelly Reasons Psychological contract Employees often create a set of expectations about their workplace; people tend to make psychological contracts with their organizations. When his or her expectations are not met, the employee may "perceive a psychological contract breach by their employers".Chiu and Peng This "breach" of the psychological contract then presents potential problems, particularly in the workplace. Workplace deviance may arise from the worker's perception that their organization has mistreated him or her in some manner. Employe ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Workplace Bullying
Workplace bullying is a persistent pattern of mistreatment from others in the workplace that causes either physical or emotional harm. It can include such tactics as verbal, nonverbal, psychological, and physical abuse, as well as humiliation. This type of workplace aggression is particularly difficult because, unlike the typical school bully, workplace bullies often operate within the established rules and policies of their organization and their society. In the majority of cases, bullying in the workplace is reported as having been done by someone who has authority over the victim. However, bullies can also be peers, and rarely subordinates. Research has also investigated the impact of the larger organizational context on bullying as well as the group-level processes that impact on the incidence and maintenance of bullying behaviour. Bullying can be covert or overt. It may be missed by superiors; it may be known by many throughout the organization. Negative effects are not li ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Workplace Incivility
Workplace incivility has been defined as low-intensity deviant behavior with ambiguous intent to harm the target. Uncivil behaviors are characteristically rude and discourteous, displaying a lack of regard for others. The authors hypothesize there is an "incivility spiral" in the workplace made worse by "asymmetric global interaction". Incivility is distinct from aggression. The reduction of workplace incivility is an area for ongoing industrial and organizational psychology research. Surveys on occurrence and effects A summary of research conducted in Europe suggests that workplace incivility is common there. In research on more than 1000 U.S. civil service workers, Cortina, Magley, Williams, and Langhout (2001) found that more than 70% of the sample experienced workplace incivility in the past five years. Similarly, Laschinger, Leiter, Day, and Gilin found that among 612 staff nurses, 67.5% had experienced incivility from their supervisors and 77.6% had experienced incivilit ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Workplace Violence
Workplace violence (WPV), violence in the workplace (VIW), or occupational violence refers to violence, usually in the form of physical abuse or threat, that creates a risk to the health and safety of an employee or multiple employees. The National Institute for Occupational Safety and Health defines worker on worker, personal relationship, customer/client, and criminal intent all as categories of violence in the workplace. These four categories are further broken down into three levels: Level one displays early warning signs of violence, Level two is slightly more violent, and level three is significantly violent. Many workplaces have initiated programs and protocols to protect their workers as the Occupational Health Act of 1970 states that employers must provide an environment in which employees are free of harm or harmful conditions. Epidemiology According to data from the US Bureau of Labor Statistics, in 2011 violence and other injuries caused by persons or animals contribut ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Occupational Safety And Health
Occupational safety and health (OSH), also commonly referred to as occupational health and safety (OHS), occupational health, or occupational safety, is a multidisciplinary field concerned with the safety, health, and welfare of people at work (i.e. in an occupation). These terms also refer to the goals of this field, so their use in the sense of this article was originally an abbreviation of ''occupational safety and health program/department'' etc. The goal of an occupational safety and health program is to foster a safe and healthy occupational environment. OSH also protects all the general public who may be affected by the occupational environment.Fanning, Fred E. (2003). Basic Safety Administration: A Handbook for the New Safety Specialist, Chicago: American Society of Safety Engineers Globally, more than 2.78 million people die annually as a result of workplace-related accidents or diseases, corresponding to one death every fifteen seconds. There are an additional 374 m ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Workplace
A workplace is a location where someone Work (human activity), works, for their employer or themselves, a place of employment. Such a place can range from a Small office/home office, home office to a large office building or factory. For Industrial society, industrialized societies, the workplace is one of the most important social spaces other than the home, constituting "a central concept for several entities: the worker and [their] family, the employing organization, the customers of the organization, and the society as a whole". The development of new communication technologies has led to the development of the virtual workplace and remote work. Workplace issues * Sexual harassment: Unwelcome sexual advances or conduct of a sexual nature which unreasonably interferes with the performance of a person's job or creates an intimidating, hostile, or offensive work environment. * Kiss up kick down * Toxic workplace * Workplace aggression: A specific type of aggression that occurs ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
