Managing People: Civility in the Workplace

Running Head: MANAGING PEOPLE: CIVILITY IN THE WORKPLACE
Topic- Managing People-Civility in the workplace
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2MANAGING PEOPLE
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1. In a multicultural workplace incivility in the forms of workplace violence, workplace
harassment and psychological harassments could give rise to human rights issues. The
human rights laws of Canadian Jurisdiction prohibit discriminatory practices on the
grounds of race, age, disability and cultural backgrounds. In a wider sense,
discrimination, disrespect and wrongful dismissal in workplaces have legal connotations
to them (Gilbert, Raffo & Sutarso, 2013).
2. In this regard the convincing power of the employer on part of the organization need to
be strong and creating a sustainable workplace need to be prioritized. The personality
conflict among co-workers is to be reduced and for this the CREW model of workplace
program should be implemented (Lim & Bernstein, 2014). Civility, Respect and
Engagement at Work should be focused that will in turn improve productivity, employee
well-being and overall organizational functioning. Modification of controlled behavior is
to be emphasized while interacting in groups or with managers. The mutual respect for
each other is based on people treatment, civility, support and work impacts (Schilpzand,
De Pater & Erez, 2016). Organizations need to ensure that civility becomes a priority and
is regularly discussed among the workforce. And for this an acceptable code of conduct
need to be implemented that will act as the Golden rule for both organization and
employees (Sharma, 2016). Henceforth, working relationships will automatically
improve.
3. Uncivil behavior like rude remarks and jokes can demotivate the employees in a number
of ways and will increase their frustration of being dishonored. Discrimination and
disrespect in workplaces may be legal challenges for the organization (Sian, Law &