Organizations are particularly at risk for the development of workplace aggression when the administration and/or leaders are the aggressors. Many times leaders in the workplace believe that they have the ability to leader merely because they are in a position of power. They may be unsure of how to use power in a positive manner and may fall prey to using power to harm others in the workplace. Anyone who speaks out against them is likely to become a target. Thus, the seed for a persistent workplace aggression is planted.
It is standard operating procedure for an organization to promote someone based on longevity or because they have a particular skill set geared towards the workplace, such as writing or math, not based on their leadership abilities. These leaders really require training to develop their skills. However, organizations frequently do not provide the necessary support or training to ensure that the administrators are trained appropriately. As a result, leaders are at-risk to develop ineffective ways to deal the workplace. This paves the way for persistent workplace aggression to start and continue.
Leaders often do not recognize their own bad behavior or how their leadership impacts the overall culture. The assumption is often that if you are in a leadership position that you have the ability to lead. Effective leaders are those that are willing to evaluate their own abilities and adjust them based on feedback provided by their workers. Ineffective leaders continue to do what is in their best interest which many times is aggression in the workplace. The impact that this has on an organization can be devastating because it provides the opening for continued persistent workplace aggressors.
Leaders who are aggressive in the workplace role modeling this behavior as acceptable and as such, persistent workplace aggression is supported and encouraged. Even though workers may cycle in and out, the culture has become one of persistent workplace aggression and workers are quickly socialized into this. Workplace aggressors are rewarded and targets are victimized. Thus, creating the perpetual culture of persistent workplace aggression.
It is vital that organizations address issues of leadership to ensure safe working environments for everyone. If you or the organization you work for is experiencing persistent workplace aggression, please contact me at email@example.com or (320) 309-2360. You can also visit my website at www.jankircher.com. Help is out there.