Besides for the potential of workplace ostracism to make a person feel terrible, new research shows that it also may affect an organization’s bottom line.
Although personal or professional slights are common, sometimes feeling wronged can lead people to retaliate in ways that are harmful to other employees or the organization.
When employees are new to an organization, they have a lot to learn. What are the policies and procedures? How should the work be done? Where is the coffee machine? But new research shows that newcomers who experience conflict with coworkers might not get all the information they need, ultimately hurting job performance. What can we do about it?
We all think of forgiveness as a way to improve relationships and remove tension from a situation. Recent studies have shown that this is not always the case. Offering forgiveness can actually prove detrimental to a working relationship. When is forgiveness productive and when can it backfire?
Although it may sometimes seem intimidating, employees can speak up to help ensure a fair distribution of resources in the workplace.
We tend to think of bullying as something that happens to kids at school, but a new review discusses the prevalence of workplace bullying, as well as its alarming harmful effects. Researchers are starting to consider bullying another form of organizational corruption.
Researchers explore the negative effects of bad work relationships between team members and discuss ways to reduce the harmful outcomes.
Researchers show how mild conflict can lead to exchanging information and improving processes.
Could an individual’s workplace performance determine whether or not they are subjected to employee victimization? A new study finds that both high and low performers may be victimized at work, but through different forms of aggressive behavior. Because future work performance may be impaired by such treatment, there is both an individual and organizational imperative to deal with this issue.
Research demonstrates that the effects of employee needs for achievement, affiliation, and power can all affect team performance.
