Uncesored free chat - Abusive or intimidating behavior toward other employees

"If you reciprocate bad behavior, there is actually this upside to it," Tepper said. "The belief is that this has a stabilizing effect on society.

If people know they are going to get it back, when they give it, then it is supposed to curb their behavior in some way." Tepper cautioned that he, and the study's other authors, are not encouraging people to engage in passive-aggressive behaviors, which are generally considered to be counterproductive.

Employees felt better about themselves because they didn't just sit back and take the abuse." They also had less psychological distress, better job satisfaction and greater loyalty toward employers, according to the study recently published in the journal "Personnel Psychology".

The study focused on passive-aggressive responses employees directed at managers, who had targeted them for abusive behavior.

A hostile work environment can also be found to exist for victims who have been affected by unwelcome offensive conduct toward someone other than themselves.

"A single incident of improper behavior or obnoxious co-workers do not harassment make," Reed says.

When bosses did things such as yelling, ridiculing, intimidating or engaging in other hostilities, these employees didn't just take it.

They pushed back by doing such things as ignoring their bosses, acting like they didn't know what their bosses were talking about or gossiping about them.Her advice includes management commitment to a bully-free environment, identifying potential aggressors and watching for signs of stress throughout the organization."Dealing with a bully, whether on the playground or the workplace, can be a traumatic, not to mention energy-sapping experience," says.The Weinstein Company, Uber and Fox News are the latest examples of companies that "looked the other way." The unsettling reports have sparked even more stories of the terrible things that can happen to people at companies without zero-tolerance policies, and without strong HR leaders to train employees, hear complaints and mitigate risks.The #Me Too movement has made women — and men — feel more empowered than ever to come forward, as they should, when harassed, abused or bullied.Academic studies refer to this as engaging in negative reciprocity.

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