Page 43 - Management Digest Udyama Vol 1 Isuue 2

Mild but Bitter:

Say no to Workplace Incivility

Given the prominence to focus Also, those exclusionary known as ‘workplace incivility’
areas of anti-discriminative behaviours are varied from or ‘uncivilized behaviours’
laws, cultural values and moral high intensity to low intensity by researchers (Andersson &
standards which are prevailing in depending on the negative Pearson, 1999). Workplace
both national and international impact of those on individuals incivility may also be known as
contexts, organizations are and organizations. Given its high discourteous behaviours, lack of
forced to cultivate a respectful intensity and obvious harmful regard, and subtle rude behaviour
and decent work environment. consequences, the high-intensity in the business context. Workplace
In responding to the demand, exclusionary acts such as incivility creates harmful effects
organizations are in an ongoing violence, aggression, and sexual for employees and organizations.
journey of creating and harassment received considerable Thus, understanding those
maintaining an environment attention in organizations and behaviours and taking necessary
with psychological well-being thus taking actions actively to steps to evade such behaviours
that enhances belongingness, evade those. The low-intensity are essential to ensure equity,
pride and mutual respect for exclusionary behaviours such as respect and employees’ emotional
everyone. Consequently, diversity ignoring or less caring towards well-being at work. In this
management and inclusivity someone has still not received backdrop, our article explains
have become increasingly sufficient attention, could be the meaning of workplace
popular among researchers because of the perception that incivility, consequences of
and management practitioners. those are not significantly workplace incivility and
Regardless of the efforts and impacting employees’ emotional discusses the implications to
interventions of creating a well-being and effective function human resource professionals in
positive, diverse and inclusive of organizations. Low-intensity avoiding workplace incivility in
climate in organizations, still, exclusionary behaviours are organizations.
there is research evidence to prove
that modern discrimination or
exclusion exists and the policies
are unenforced as expected.
Discriminations of employees
which violate inclusivity can
take place at any level of the
organization.

Investigations reveal that
discriminations, mistreatments,
or exclusionary behaviours in
the workplace are common
in interpersonal relationships.
The exclusionary behaviours
include violence, aggression,
sexual harassment, bullying, and
incivility (Andersson & Pearson,
1999).

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