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A defining feature of aggression is the intent or motivation to harm. For a behavior to be considered an aggressive act, the individual committing the behavior must intend harm. In other words, if they inflict harm on another without that specific intent, it is not considered aggression. [15] Aggression can occur in a variety of situations.
[1] [2] [3] For example, a person with high levels of hostile attribution bias might see two people laughing and immediately interpret this behavior as two people laughing about them, even though the behavior was ambiguous and may have been benign.
The four categories listed above are further classified into three levels, depending on the situation. Level one includes signs such as the person bullying others, being rude or abusive, and uncooperative. At this level, one should carefully take note of the behaviors and report them to a supervisor.
Hate speech is the extreme form of this stage. [3] It is commonly seen as harmless by the majority. Antilocution itself may not be harmful, but it sets the stage for more severe outlets for prejudice (see also ethnic joke). Avoidance: Members of the in-group actively avoid people in the out-group. [2]
Aggression can have adaptive benefits or negative effects. Aggressive behavior is an individual or collective social interaction that is a hostile behavior with the intention of inflicting damage or harm. [3] [4] Two broad categories of aggression are commonly distinguished.
[2] [3] [4] Research has also investigated the impact of the larger organizational context of bullying, as well as the group-level dynamics that contribute to the occurrence and persistence of bullying behaviour. [5] Bullying can be covert or overt, sometimes unnoticed by superiors while also being widely known throughout an organization.
Importantly, the hostile work environment is gender neutral, meaning that men can sexually harass men or women and women can sexually harass men or women. Likewise, a hostile work environment can be considered the "adverse employment action" that is an element of a whistleblower claim or a reprisal (retaliation) claim under a civil rights ...
Workplace harassment may also consist of offensive conduct based on one or more of the protected groups above that is so severe or pervasive that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as being fired or demoted/reducing salary)." [10]