Respect. What’s it worth?
Schilpzand, Pater, and Erez (2016) wrote a review of research studies to date on the topic of workplace incivility or rudeness. Some key points include discussions on types of rudeness (experienced or witnessed) and their consequences or outcomes.
Over two decades of studies helped produce these two displays on workplace incivility. (+) represents a positive relationship; (-) represents a negative relationship between outcome and Incivility (Schilpzand, et al., 2016):
These studies have spanned different countries and cultures. As further evidence, the world’s top religions all have something in common: they all have a version of the Golden Rule, to treat other’s the way you would like to be treated. Experience also tells us we get and produce the best results when respect is felt.
With so much overwhelming evidence on the negative consequences of rude behavior especially on important areas like early problem detection and taking corrective action (Conant, 2017), do we really need to experiment in our own settings? Can we instead use this information to make better decisions on how we interact with our supervisors, coworkers and customers? Can we use this information to positively impact our sphere of influence and help create a work environment that is best for all?
Schilpzand, P., Pater, I. E., & Erez, A. (2016). Workplace incivility: A review of the literature and agenda for future research. Journal of Organizational Behavior, 37. doi:10.1002/job.1976
Conant, C. P. (2017, October 05). The Key to Campbell Soup’s Turnaround? Civility. Retrieved August 12, 2018, from https://hbr.org/2017/10/the-key-to-campbell-soups-turnaround-civility#article-top