Online Incivility: Exploring from Malaysian Academic Perspective
Total Page：16
File Type：pdf, Size：1020Kb
Load more
Recommended publications
-
Understanding Civility/Incivility
Confidential Impartial Informal Independent UNDERSTANDING CIVILITY/INCIVILITY “Civility’s defining characteristic is its ties to city and society. The word derives from the latin civitas, which means “city,” especially in the sense of civic community. Civitas is the same word from which civilization comes. The age-old assumption behind civility is that life in the city has a civilizing effect…Although we can describe civil as courteous, polite, and well mannered, etymology reminds us that they are also supposed to be good citizens and good neighbors.” “Choosing Civility” by P.M. Forni A civil environment produces: 1. Collaborations 2. Ideas – innovation & creativity 3. Customer satisfaction 4. Retention 5. Supportive learning environment 6. Community of trust and inclusion Source: Adapted from http://www.ala.org/advocacy/diversity/workplace/civility The Price of Incivility: ! 48% intentionally decreased their work effort. ! 47% intentionally decreased the time spent at work. ! 38% intentionally decreased the quality of their work. ! 80% lost work time worrying about the incident. ! 63% lost work time avoiding the offender. ! 66% said that their performance declined. ! 78% said that their commitment to the organization declined. ! 12% said that they left their job because of the uncivil treatment. ! 25% admitted to taking their frustration out on customers Source: “The Price of Incivility”, Harvard Business Review, January 2013 Issue. Authors: Christine Porath and Christine Pearson. 1 Bullying is an example of one type of incivility. Bullying -
Pacers' Toolkit Tackles the Wicked Problems of Bullying in Healthcare
ENABLING SOLUTIONS: PACERS’ TOOLKIT TACKLES THE WICKED PROBLEMS OF BULLYING IN HEALTHCARE Program Developed by the PACERS A Seven Member National Project Team from the 2012 Cohort of the: RWJF Executive Nurse Fellows Program Program Funded by the: Robert Wood Johnson Foundation RWJF ENF Action Learning Team • Rita K. Adeniran, RN, DrNP, CMAC, NEA-BC FAAN President/CEO Innovative and Inclusive Global Solutions Drexel Hill, PA • Beth Bolick, RN, DNP, PPCNP-BC, CPNP-AC, FAAN Professor Rush University Medical Center College of Nursing, Chicago, IL • Ric Cuming, RN, MSN, EdD, NEA-BC, CNOR VP/Chief Nurse Executive Einstein Healthcare Network: Philadelphia, PA • Cole Edmonson, RN, DNP, FACHE, NEA-BC VP/Chief Nursing Officer Texas Health Resources: Presbyterian Dallas • Bernadette Khan, RN, MSN, NEA-BC Vice President Patient Care Services/Chief Nursing Officer New York Presbyterian Lower Manhattan Hospital • Linda B. Lawson, RN, DNP, NEA-BC Administrative Director for Health Care Transformation Sierra Providence Health Network - El Paso, TX • Debra White, RN, MSN, MBA, ACNS-BC, NEA-BC VP/Chief Nursing Officer Saint Luke’s Health System, Kansas City, MO • Listed alphabetically, not by weight of contribution This presentation may be used in full or part with attribution. The recommended citation is: Adeniran, R., Bolick, B., Cuming, R., Edmonson, C., Khan, B., Lawson, L., & Wilson, D. (2016). Culture of civility and respect: A healthcare leader’s role. www.stopbullyingtoolkit.org TODAY’S PRESENTER Dr. Rita K. Adeniran President and CEO Innovative -
Incivility in the Informal Workplace: a Case Study of Emerald Lutheran
INCIVILITY IN THE INFORMAL WORKPLACE: A CASE STUDY OF EMERALD LUTHERAN CHURCH A Thesis Submitted to the Graduate Faculty of the North Dakota State University of Agriculture and Applied Science By Jared Nathan Fougner In Partial Fulfillment for the Degree of MASTER OF ARTS Major Department: Communication March 2013 Fargo, North Dakota North Dakota State University Graduate School Title INCIVILITY IN THE INFORMAL WORKPLACE: A CASE STUDY OF EMERALD LUTHERAN CHURCH By Jared Nathan Fougner The Supervisory Committee certifies that this disquisition complies with North Dakota State University’s regulations and meets the accepted standards for the degree of MASTER OF ARTS SUPERVISORY COMMITTEE: Dr. Ann Burnett Chair Dr. Stephenson Beck Dr. Nan Yu Dr. Verena Theile Approved by: 03/08/2013 Dr. Mark Meister Date Department Chair ABSTRACT This study examined how incivility is expressed in an informal church organization and the impact relationships among those in the organization have on incivility. The researcher had staff members of the church complete journals. The researcher also observed the staff for one week and then conducted interviews based on the observations and journals. The researcher then coded data and grouped it into overarching themes. Themes that emerged about displays of incivility included: interrupting or not respecting another’s ideas and yelling and gossiping behind each other’s backs. The researcher examined these themes in terms of the relationships that exist among these coworkers. Results demonstrated that the staff did not frequently escalate incivility because they valued relationships and were aware of external causes of uncivil behavior. Reasons for not escalating incivility were then explored and connected to existing incivility research. -
Rudeness in the Workplace
Journal of Leadership, Accountability and Ethics Rudeness and Incivility in the Workplace Suzanne M. Crampton Grand Valley State University John W. Hodge Grand Valley State University Rudeness and incivility among employees are common throughout the business world. With the emphasis on profits and controlling labor costs, there are many issues evolving from the lack of civility within the workplace. This paper will provide examples of rudeness and incivility along with possible causes and performance problems. Significant attention will be given to the control and management of rudeness and incivility from both a personal and organizational point of view. INTRODUCTION Everyone would like to work in an environment where they are treated with respect and professionalism. However, there is considerable evidence to suggest that the “civil” work environment is the exception rather than the norm. What is “incivility?” The Oxford Dictionary defines incivility as “a rude or discourteous act; to act rudely is to be discourteous without regard for others in violation of norms for respect in social interactions.” The workplace norms are the norms of the community consisting of basic moral standards that have developed over time and are usually prescribed through formal and informal organizational policies, rules, and procedures (Brooks, et al.). Typical words used to describe rudeness and incivility include such terms as being crude, inelegant, uncouth, coarse, vulgar, discourteous, unlearned, uncivilized, ignorant, uneducated, and simple. Examples -
Welcome to Academia, Expect Cyberbullying: Contrapower and Incivility in Higher Education
242 Chapter 12 Welcome to Academia, Expect Cyberbullying: Contrapower and Incivility in Higher Education Julie L. Snyder-Yuly Marshall University, USA Tracey Owens Patton University of Wyoming, USA Stephanie L. Gomez Western Washington University, USA ABSTRACT Academic contrapower harassment occurs when those with less perceived power harass someone with more power. Cyberbullying as contrapower occurs when students express varying levels of incivility and bullying through assorted online mediums such as email, online evaluations, or social media sites. This project examines the experiences of three faculty women with different racial/ethnic backgrounds, age differences, years in the academy, and at different levels within their career, and explores the connection between sexism and racism that persist in academic settings. Experiencing varying levels of cyberbullying the authors have found departments, administration, and universities fail to provide training or policies to protect faculty from student bullying behaviors. The concept of hegemonic civility is used to illustrate how the actions of students and inaction of administrators uphold the hegemonic order. DOI: 10.4018/978-1-7998-4912-4.ch012 Copyright © 2021, IGI Global. Copying or distributing in print or electronic forms without written permission of IGI Global is prohibited. Welcome to Academia, Expect Cyberbullying INTRODUCTION Cyberbullying in Higher Education Research on bullying in higher education has typically had two different foci: (a) faculty members bul- lying each other, and (b) faculty members bullying students. The “toxic” culture of academia is often blamed for the prevalence of workplace bullying, with the tensions between academic freedom, tenure pressures, and an increasingly corporatized business model often causing friction between colleagues (Keashly & Neuman, 2010; Twale, 2017; Twale & De Luca, 2008). -
Workplace Incivility Workplace Incivility Is a Topic That Numerous Health Care Professionals Have Experienced in Their Careers
March 2020 www.nursingcenter.com Workplace Incivility Workplace incivility is a topic that numerous health care professionals have experienced in their careers. We often think of the phrase “nurses eat their young,” and Kisner (2018) discovered that as a result of incivility, “30% to 50% of all new nurses will leave their profession sometime during their first 3 years of practice.” The Joint Commission (2016) discovered that “59% (of nurses) experienced verbal abuse during a seven-day period.” These actions can contribute to consequences varying from work absenteeism to medical errors. Incivility should not be tolerated nor accepted in the professional workplace. Definition The American Nurses Association (ANA) (2019) has defined incivility as “one or more rude, discourteous, or disrespectful actions that may or may not have a negative intent behind them.” The ANA Position Statement (2015) on incivility states that nurses must make “a commitment to – and accept responsibility for – establishing and promoting healthy interpersonal relationships with one another.” Forms of workplace incivility include (McNamara, 2012): • Verbal abuse (i.e., gossiping, shouting, or swearing) • Nonverbal abuse (i.e., eye rolling, making faces, excluding another from conversation) • Passive-aggressive behavior (i.e., refusing to communicate, sabotaging a coworker) • Bullying (i.e., accusing a coworker of someone else’s error, assigning unfavorable work, expressing untrue critique) Key Clinical Considerations and Outcomes Incivility impacts patient care, and -
Incivility in Nursing: from Raising Consciousness to Taking Action
Incivility in Nursing: From Raising Consciousness to Taking Action Lynne King, DNS, RN Professor of Nursing and Academic Coordinator of the RN-BSN program at the University of Maine at Augusta I do not have any conflict of interest or any relevant relationships with any commercial interest to declare. Objectives Define incivility Frame the concept of incivility in nursing Describe the magnitude of the problem Offer solutions Operational Definition: Workplace incivility as defined by Andersson and Pearson (1999): Lower intensity offensive behavior, with overt or covert intent to harm the recipient and with disregard of established workplace standards for mutually respectful behavior. Uncivil behaviors are disrespectful and devalue the person targeted. The intentionality of harm may be less apparent in lower intensity incivility and is often unacknowledged by the perpetrator or the target. Gallo (2012) has summarized incivility as consisting of: “disrespect for others, the inability or unwillingness to listen to others points of view, and seek common ground, and not appreciating relevance of social discourse (p. 62).” Background Workplace incivility across the country from physical aggression to harassment is reported in the literature to be increasing. Incivility is distinguished from other forms of deviant behavior and is considered to be a serious problem with rising incidence. Behaviors Associated with Incivility Condescending speech or attitudes (Kolanko et al., 2006) Bullying Challenging a colleague publically, students challenging professors during class (Clark & Springer, 2007) Texting or using computers for non-class or [meeting] purposes and inappropriate emails (Clark & Springer, 2007) Behaviors (continued) Eye rolling Tardiness Lack of use of scholarly etiquette and “netiquette” Intentional exclusion of a colleague out of an activity Breech of confidence Interrupting the speaker Taking credit for another’s work Magnitude of Problem 24.1% of nurses stated they were verbally abused either by a nurse colleague or manager (Luparell, 2011). -
Addressing Bullying and Incivility Among Nurses
Walden University ScholarWorks Walden Dissertations and Doctoral Studies Walden Dissertations and Doctoral Studies Collection 2020 Addressing Bullying and Incivility Among Nurses Caroline Holland Combs Walden University Follow this and additional works at: https://scholarworks.waldenu.edu/dissertations Part of the Nursing Commons This Dissertation is brought to you for free and open access by the Walden Dissertations and Doctoral Studies Collection at ScholarWorks. It has been accepted for inclusion in Walden Dissertations and Doctoral Studies by an authorized administrator of ScholarWorks. For more information, please contact [email protected]. Walden University College of Health Sciences This is to certify that the doctoral study by Caroline Combs has been found to be complete and satisfactory in all respects, and that any and all revisions required by the review committee have been made. Review Committee Dr. Robert McWhirt, Committee Chairperson, Nursing Faculty Dr. Melanie Braswell, Committee Member, Nursing Faculty Dr. Faisal Aboul-Enein, University Reviewer, Nursing Faculty Chief Academic Officer and Provost Sue Subocz, Ph.D. Walden University 2020 Abstract Addressing Bullying and Incivility Among Nurses by Caroline Combs MS, Walden University, 2012 Project Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Nursing Practice Walden University June 2020 Abstract For decades, nurses have experienced some form of bullying and incivility throughout their careers. Incivility contributes to behaviors that constrain the sense of empowerment among nurses and directly encroach upon Provision 6 of the American Nurses Association code of ethics, which addresses sustaining a moral environment and the need to create a contagious culture of respect that is free from uncivil behavior. -
The Effect of Perceived Incivility on Task Performance and The
INCIVILITY AND PERFORMANCE Do You Pass It On? The Effect of Perceived Incivility on Task Performance and the Performance Evaluations of Others Kimberly McCarthy California State University, San Marcos Jone L. Pearce University of California, Irvine John Morton University of California, Irvine Sarah Lyon University of San Diego Forthcoming in 2020 in Organization Management Journal 1 INCIVILITY AND PERFORMANCE Do You Pass It On? An Examination of the Consequences of Perceived Cyber Incivility The context of social interactions in the workplace has evolved dramatically over the past few decades, from an era dominated mostly by face-to-face interaction to the current organizational landscape, where technology-mediated communication reigns. Despite the changing circumstances and context of our workplace interactions, there is limited knowledge of how message medium influences employee communication. The pertinent question then, is how much of what we understand about face-to-face social interaction can be applied to electronic interactions? In the present study, we contribute to the emerging literature on computer- mediated communication by comparing the effects of incivility experienced face-to-face with incivility encountered via email on both task performance and performance evaluation. The well- known negative effects of workplace incivility, coupled with the frequency of employee interaction through electronic channels at work, make gaining a more complete understanding of the impact of electronic incivility an important research objective. An emerging field within workplace misbehavior is cyber incivility (Lim & Teo, 2009). Cyber incivility is email behavior perceived by the email recipient as insensitive, disrespectful, and a violation of norms for mutual respect within an organization (Porath & Erez, 2007; Lim & Teo, 2009). -
Generational Differences in Empowerment, Professional
University of Tennessee, Knoxville TRACE: Tennessee Research and Creative Exchange Doctoral Dissertations Graduate School 5-2013 Generational Differences in Empowerment, Professional Practice Environment, Incivility, Authentic Leadership, Job Satisfaction, Engagement and Intent to Leave in Acute Care Nurses Lisa Marie Haddad University of Tennessee - Knoxville, [email protected] Follow this and additional works at: https://trace.tennessee.edu/utk_graddiss Part of the Nursing Administration Commons Recommended Citation Haddad, Lisa Marie, "Generational Differences in Empowerment, Professional Practice Environment, Incivility, Authentic Leadership, Job Satisfaction, Engagement and Intent to Leave in Acute Care Nurses. " PhD diss., University of Tennessee, 2013. https://trace.tennessee.edu/utk_graddiss/1728 This Dissertation is brought to you for free and open access by the Graduate School at TRACE: Tennessee Research and Creative Exchange. It has been accepted for inclusion in Doctoral Dissertations by an authorized administrator of TRACE: Tennessee Research and Creative Exchange. For more information, please contact [email protected]. To the Graduate Council: I am submitting herewith a dissertation written by Lisa Marie Haddad entitled "Generational Differences in Empowerment, Professional Practice Environment, Incivility, Authentic Leadership, Job Satisfaction, Engagement and Intent to Leave in Acute Care Nurses." I have examined the final electronic copy of this dissertation for form and content and recommend that it be accepted in partial -
Towards a More Nuanced Understanding of Workplace Incivility
Victimization in Incivility Research 1 Who Is the Wolf and Who Is the Sheep? Towards a More Nuanced Understanding of Workplace Incivility Cortina, Rabelo, and Holland’s perspective on studying victimization in organizations is a welcome contribution to workplace aggression research. We share their believe that considering a perpetrator predation paradigm may advance and proliferate research on issues related to gender harassment, bullying, mobbing, and other explicitly overt forms of victimization where the intent to harm is supposedly clear. However, we propose that, if blindly adopted, neither the dominant victim precipitation paradigm nor the suggested perpetrator predation paradigm will improve research on incivility or other more covert and indirect forms of victimization. In fact, we suggest in our commentary that both models may be counterproductive for understanding and remedying incivility in organizations. Incivility has been defined as “low-intensity deviant behavior[s], with ambiguous intent to harm the target, in violation of workplace norms for mutual respect” (Andersson & Pearson, 1999, p. 457). By this definition, it would be difficult to understand any large proportion of incivility as the behaviors of serial “perpetrators” – evil employees who prey on others for the sole benefit of deviant satisfaction. Certainly, the typical workplace has its share of people who take satisfaction from mistreating others and preying on minorities or people with certain characteristics. However, we need to recognize that incivility is a phenomenon that reflects how “normal” people enact behaviors that are hurtful to others and that these behaviors are often the result of contextual organizational factors and circumstances, rather than evil-spirited, intentional aggressions towards others. -
A Nurse Leaders Role In
STARTING THE CONVERSATION TO ADDRESS INCIVILITY AND BULLYING IN HEALTHCARE Provided by the RWJF Executive Nurse Fellows Program and funded by the Robert Wood Johnson Foundation Conflict of Interest Disclosure • A conflict of interest is a particular financial or non-financial circumstance that might compromise, or appear to compromise, professional judgment. Anything that fits this should be included. Examples are owning stock in a company whose product is being evaluated, being a consultant or employee of a company whose product is being evaluated, etc. • Professor Beth Bolick, DNP, ARNP, PPCNP-BC, CPNP-AC, FAAN and Linda Lawson RN, DNP, NEA-BC are 2012-2015 RWJF Executive Nurse Fellows and members of a national project team focused on building a culture of respect in healthcare by reducing incivility and bullying in the workplace • Of the following the speakers declare “no conflict”. • Salary • Royalty • Stock • Speaker’s Bureau • Consultant • No conflict RWJF ENF Action Learning Team • Rita Adeniran, RN, DrNP, CMAC, NEA-BC FAAN President/CEO Innovative and Inclusive Global Solutions Drexel Hill, PA • Beth Bolick, DNP, ARNP, PPCNP-BC, CPNP-AC, FAAN Professor Rush University Medical Center College of Nursing, Chicago, IL • Ric Cuming, RN, MSN, EdD, NEA-BC, FAAN VP/Chief Nurse Executive Einstein Healthcare Network: Philadelphia, PA • Cole Edmonson, RN, DNP, FACHE, NEA-BC FAAN VP/Chief Nursing Officer Texas Health Resources: Presbyterian Dallas • Bernadette Khan, RN, MSN, NEA-BC VP Nursing and Patient Care Services New York Presbyterian Lower Manhattan Hospital • Linda B. Lawson, RN, DNP, NEA-BC Administrative Director for Health Care Transformation Sierra Providence Health Network - El Paso, TX • Debra White, RN, MSN, MBA, ACNS-BC, NEA-BC VP/Chief Nursing Officer Saint Luke’s Health System, Kansas City, MO • Listed alphabetically, not by weight of contribution This presentation may be used in full or part with attribution.