Client: Amalgamated LinkedIn Response Workplace Civility Assessment Survey© Results Report prepared by Dr. Martina Carroll-Garrison Presented to the LinkedIn Survey Respondents On 18 Jan 2016 1 Contact Information Dr Martina Carroll-Garrison AKA Dr Tina • WEB Site: www.WorkplaceCivilityMatters.com • E-Mail: INFO@WorkplaceCivilityMatters.com • E-Mail: DrTina@WorkplaceCivilityMatters.com • LinkedIn: https://www.linkedin.com/in/drmartinacarrollgarrison 2 Table Of Contents • Executive Summary • Methodology • Findings • Research Data • How We Experience Our Organization And Worklife • What We Believe About Our Organization And Worklife • Survey Conclusions • Recommendations 3 Executive Summary • This briefing reflects an amalgamation of responses from three LinkedIn survey invitations, including to the HBR Group, the researcher’s LinkedIn connections, and as a result of an article published on Pulse. 128 questions were fully responded to by 28 the various survey participants. Other participants commenced the survey but did not complete it so their data was removed. The original version of this survey had 182 questions, however feedback uncovered redundancies and ambiguity so the final survey was modified down to 128 questions. • Of significance to the respondents is that either most or many have experienced workplace incivility in their worklife, in their current position, in the past month, and in the past week. This was a non-mandatory or self-select survey, and an assumption can be made that the survey participants elected to complete this survey because they recently endured workplace incivility. • The major findings are that most participants indicate that they become upset when directly experiencing bad behavior and become stressed when observing bad behavior at work. They affirm that they are more creative when working in a positive environment, and are more engaged when they observe positive behavior at work. Approx. 2/3rds of employees loose enjoyment in their work as a result of workplace incivility, and although they experience work-related stress their supervisors and colleagues are generally supportive. Three of every four survey participants strongly agree that they experience both emotional abuse and hostility in their workplace. • The survey participants reflect that either most or many feel appreciated and respected and have achieved a sense of purpose from their worklife. Most disagree that they have great confidence in their company's future. 50% of survey participants strongly disagree that their workplace has a written statement of expected norms or behaviors for all employees. Survey participants vary widely in their belief that their supervisors behave according to the expected norms or behaviors for all employees. There is a 50/50 split among survey participants regarding their belief that their colleagues behave according to expected norms or behaviors for all employees. • Regarding survey participants beliefs about an Ideal Workplace they, other than committing to only hire civil employees, they generally are in strong agreement with the 15 precepts of an ideal workplace 4 Methodology • The survey data was collected electronically over a 7 day period through unknown respondents who completed the survey as a result of announcements on LinkedIn. This briefing reflects an amalgamation of responses from three LinkedIn survey invitations, including to the HBR Group, the researcher’s LinkedIn connections, and as a result of an article published on Pulse. • 128 questions were fully responded to by 28 the various survey participants. Other participants commenced the survey but did not complete it so their data was removed. The original version of this survey had 182 questions, however feedback uncovered redundancies and ambiguity so the final survey was modified down to 128 questions. 5 Findings From The WCAS© How We Experience … 1. 2. 3. 4. 5. 6. 7. 8. Tolerance For Deviant Behaviors Preference For Positive Behaviors Awareness Of What Incivility Is Response To Incivility Response To Work Environment Personal Experience Of Incivility Personal Observation Of Incivility Personal Activity As Instigator Of Incivility 8 Civility/Culture Preferences What We Believe About… 1. 2. 3. 4. 5. 6. Direction And Purpose Personal Engagement Leadership Style & Behavior Clarity, Justice, & Parity Commitment, Support & Appreciation Ideal Workplace 6 Civility/Culture Values 6 Response Data: • Survey Participants: 28 • Survey Questions: 134 7 How We Experience Our Organization And Worklife (8 Civility Culture Preferences) How We Experience Our Organization And Worklife helps to explain our experience, level of engagement and productivity, and our interest and ability to positively affect our colleagues and the desired organizational outcomes. The following civility culture questions and responses address eight civility culture preferences; 1. Tolerance For Deviant Behaviors 2. Preference For Positive Behaviors 3. Awareness Of What Incivility Is 4. Response To Incivility 5. Response To Work Environment 6. Personal Experience Of Incivility 7. Personal Observation Of Incivility 8. Personal Activity As Instigator Of Incivility 8 Questions for Tolerance For Deviant Behaviors… 2. It’s easy for me to become upset by bad behavior at work. 3. I become stressed when I experience bad behavior at work. 4. I become stressed when I observe bad behavior at work. 5. My tolerance for bad behavior at work is the same as most other colleagues. 9 Regarding Survey Participants Tolerance For Deviant Behaviors… Most participants indicate that they become upset by bad behavior at work, while most strongly agree or agree that they become stressed when experiencing or observing bad behavior at work. However most participants indicate that their tolerance for bad behavior at work is not the same as most other colleagues. An assumption here is that because this was an non-mandatory and open-network survey the participants completing the “workplace civility survey” were already familiar with the phenomenon. 10 Q2: It’s easy for me to become upset by bad behavior at work. Answered 28 Skipped: 0 11 Q3: I become stressed when I experience bad behavior at work. Answered 28 Skipped: 0 12 Q4: I become stressed when I observe bad behavior at work. Answered 28 Skipped: 0 13 Q5: My tolerance for bad behavior at work is the same as most other colleagues. Answered 28 Skipped: 0 14 Preference For Positive Behaviors… 6. It’s easy for me to become excited by positive behavior at work. 7. I am more creative when I work in a positive environment. 8. I am more engaged when I observe positive behavior at work. 9. My desire for positive behavior at work is the same as most others. 15 Regarding Survey Participants Preference For Positive Behaviors… Most participants indicate that they it’s easy for them to become excited by positive behavior at work, that they are more creative when working in a positive environment, and are more engaged when they observe positive behavior at work. Most strongly agree or agree that their desire for positive behavior at work is the same as most others. 16 Q6: It’s easy for me to become excited by positive behavior at work. Answered 28 Skipped: 0 17 Q7: I am more creative when I work in a positive environment. Answered 28 Skipped: 0 18 Q8: I am more engaged when I observe positive behavior at work. Answered 28 Skipped: 0 19 Q9: My desire for positive behavior at work is the same as most others. Answered 28 Skipped: 0 20 Awareness Of What Incivility Is… 10. Workplace incivility includes being bombastic. 23. Workplace incivility includes personal aggression. 11. Workplace incivility includes being disrespectful in the event of disagreement. 24. Workplace incivility includes professional exclusion. 12. Workplace incivility includes being distrustful. 13. Workplace incivility includes being obstinate. 14. Workplace incivility includes being quarrelsome. 25. Workplace incivility includes professionally or personally endangering coworkers. 26. Workplace incivility includes projecting an intimidating manner. 27. Workplace incivility includes public humiliation. 15. Workplace incivility includes being snarky or sarcastic. 28. Workplace incivility includes purposely sighing when someone is speaking. 16. Workplace incivility includes blaming coworkers. 29. Workplace incivility includes rolling your eyes when someone speaks. 17. Workplace incivility includes competing non-beneficially with co-workers. 18. Workplace incivility includes confrontational attitudes. 30. Workplace incivility includes social exclusion. 31. Workplace incivility includes spreading rumors about colleagues. 19. Workplace incivility includes emotional harassment. 32. Workplace incivility includes stealing small items such as food or pens from co-workers. 20. Workplace incivility includes favoritism. 33. Workplace incivility includes texting while in meetings or engaged in a conversation. 21. Workplace incivility includes gossiping about co-workers. 22. Workplace incivility includes interrupting others when speaking. 34. Workplace incivility includes verbal abuse. 21 Regarding Survey Participants Awareness Of What Incivility Is… Most participants indicate that they strongly agree or agree that the survey’s 24 identified precepts represent their understanding of the nature and behavior that constitutes workplace incivility. 22 Q10: Workplace incivility includes being bombastic. Answered 28 Skipped: 0 23 Q11: Workplace incivility includes being disrespectful in the event of disagreement. Answered 28 Skipped: 0 24 Q12: Workplace incivility includes being distrustful. Answered 28 Skipped: 0 25 Q13: Workplace incivility includes being obstinate. Answered 28 Skipped: 0 26 Q14: Workplace incivility includes being quarrelsome. Answered 28 Skipped: 0 27 Q15: Workplace incivility includes being snarky or sarcastic. Answered 28 Skipped: 0 28 Q16: Workplace incivility includes blaming coworkers. Answered 28 Skipped: 0 29 Q17: Workplace incivility includes competing non-beneficially with coworkers. Answered 28 Skipped: 0 30 Q18: Workplace incivility includes confrontational attitudes. Answered 28 Skipped: 0 31 Q19: Workplace incivility includes emotional harassment. Answered 28 Skipped: 0 32 Q20: Workplace incivility includes favoritism. Answered 28 Skipped: 0 33 Q21: Workplace incivility includes gossiping about co-workers. Answered 28 Skipped: 0 34 Q22: Workplace incivility includes interrupting others when speaking. Answered 28 Skipped: 0 35 Q23: Workplace incivility includes personal aggression. Answered 28 Skipped: 0 36 Q24: Workplace incivility includes professional exclusion. Answered 28 Skipped: 0 37 Q25: Workplace incivility includes professionally or personally endangering coworkers. Answered 28 Skipped: 0 38 Q26: Workplace incivility includes projecting an intimidating manner. Answered 28 Skipped: 0 39 Q27: Workplace incivility includes public humiliation. Answered 28 Skipped: 0 40 Q28: Workplace incivility includes purposely sighing when someone is speaking. Answered 28 Skipped: 0 41 Q29: Workplace incivility includes rolling your eyes when someone speaks. Answered 28 Skipped: 0 42 Q30: Workplace incivility includes social exclusion. Answered 28 Skipped: 0 43 Q31: Workplace incivility includes spreading rumors about colleagues. Answered 28 Skipped: 0 44 Q32: Workplace incivility includes stealing small items such as food or pens from co-workers. Answered 28 Skipped: 0 45 Q33: Workplace incivility includes texting while in meetings or engaged in a conversation. Answered 28 Skipped: 0 46 Q34: Workplace incivility includes verbal abuse. Answered 28 Skipped: 0 47 Response To Incivility… (As a result of workplace incivility) 35. I sometimes leave early. 36. I sometimes take excessive breaks. 37. I sometimes intentionally work slow. 38. I sometimes waste resources. 39. I sometimes withhold my best effort. 40. I sometimes sabotage office equipment. 41. I have retaliated against the uncivil person. 42. I sometimes lie about hours worked. 43. I have decreased concern for colleagues. 44. I have lost commitment to my organization. 45. I have decreased concern for my organization. 46. I have retaliated against my organization. 47. I have lost enjoyment in my work. 48 Regarding Survey Participants Response To Workplace Incivility… The survey participants’ individual responses to their experience reflects a variety of differing results along the continuum of 13 typical behaviors. Of significance to the leadership team is that 1/2 of employees shortchange the organization on time, while approx. 1/3 of employees withhold discretionary effort and concern for colleagues. Significantly, 2/3rds of employees loose enjoyment in their work as a result of workplace incivility. 49 Q35: As a result of workplace incivility I sometimes leave early. Answered 28 Skipped: 0 50 Q36: As a result of workplace incivility I sometimes take excessive breaks. Answered 28 Skipped: 0 51 Q37: As a result of workplace incivility I sometimes intentionally work slow. Answered 28 Skipped: 0 52 Q38: As a result of workplace incivility I sometimes waste resources. Answered 28 Skipped: 0 53 Q39: As a result of workplace incivility I sometimes withhold my best effort. Answered 28 Skipped: 0 54 Q40: As a result of workplace incivility I sometimes sabotage office equipment. Answered 28 Skipped: 0 55 Q41: As a result of workplace incivility I have retaliated against the uncivil person. Answered 28 Skipped: 0 56 Q42: As a result of workplace incivility I sometimes lie about hours worked. Answered 28 Skipped: 0 57 Q43: As a result of workplace incivility I have decreased concern for colleagues. Answered 28 Skipped: 0 58 Q44: As a result of workplace incivility I have lost commitment to my organization. Answered 28 Skipped: 0 59 Q45: As a result of workplace incivility I have decreased concern for my organization. Answered 28 Skipped: 0 60 Q46: As a result of workplace incivility I have retaliated against my organization. Answered 28 Skipped: 0 61 Q47: As a result of workplace incivility I have lost enjoyment in my work. Answered 28 Skipped: 0 62 Response To Work Environment 48. ....difficult colleagues add to my stress level. 49. ....difficult customers add to my stress level. 50. ....difficult supervisors add to my stress level. 51. ....when I experience stress my colleagues are supportive. 52. ....when I experience stress my supervisor is supportive. 53. ....I experience emotional abuse. 54. ....I experience open hostility. 55. ....my supervisor is emotionally intelligent. 56. ....my colleagues are emotionally intelligent. 57. ....my supervisor is culturally aware. 58. ....my colleagues are culturally aware. 59. ....I trust my supervisor. 60. ....I trust my colleagues. 61. ....my supervisor embraces diversity. 62. ....my colleagues embraces diversity. 63. ....my supervisor displays negative or positive bias towards some groups or individuals. 64. ....my colleagues display negative or positive bias towards some groups or individuals. 65. …. I can approach another about their uncivil behavior. 66. …. I can applaud another for their civil behavior. 63 Regarding survey participants Response To Work Environment … The survey participants reflect that although they experience work-related stress their supervisors and colleagues are generally supportive. Three of every four survey participants strongly agree that they experience both emotional abuse and hostility in their workplace, while half of the participants agree that their supervisors and colleagues are emotionally intelligent and culturally aware. Half of the participants agree that they trust their colleagues and supervisors, although their response reflects a degree of ambiguity regarding how colleagues and supervisors embrace diversity or display bias towards some groups and individuals. Generally most survey participants appear comfortable approaching colleagues about their uncivil behavior or applauding then for acts of civility. 64 Q48: ....difficult colleagues add to my stress level. Answered 28 Skipped: 0 65 Q49: ....difficult customers add to my stress level. Answered 28 Skipped: 0 66 Q50: ....difficult supervisors add to my stress level. Answered 28 Skipped: 0 67 Q51: ....when I experience stress my colleagues are supportive. Answered 28 Skipped: 0 68 Q52: ....when I experience stress my supervisor is supportive. Answered 28 Skipped: 0 69 Q53: ....I experience emotional abuse. Answered 28 Skipped: 0 70 Q54: ....I experience open hostility. Answered 28 Skipped: 0 71 Q55: ....my supervisor is emotionally intelligent. Answered 28 Skipped: 0 72 Q56: ....my colleagues are emotionally intelligent. Answered 28 Skipped: 0 73 Q57: ....my supervisor is culturally aware. Answered 28 Skipped: 0 74 Q58: ....my colleagues are culturally aware. Answered 28 Skipped: 0 75 Q59: ....I trust my supervisor. Answered 28 Skipped: 0 76 Q60: ....I trust my colleagues. Answered 28 Skipped: 0 77 Q61: ....my supervisor embraces diversity. Answered 28 Skipped: 0 78 Q62: ....my colleagues embraces diversity. Answered 28 Skipped: 0 79 Q63: ....my supervisor displays negative or positive bias towards some groups or individuals. Answered 28 Skipped: 0 80 Q64: ....my colleagues display negative or positive bias towards some groups or individuals. Answered 28 Skipped: 0 81 Q65: …. I can approach another about their uncivil behavior. Answered 28 Skipped: 0 82 Q66: …. I can applaud another for their civil behavior. Answered 28 Skipped: 0 83 Personal Experience Of Incivility 67. You have experienced workplace incivility in your worklife. 68. You have experienced workplace incivility in your current position. 69. You have experienced workplace incivility in your current organization in the past month. 70. You have experienced workplace incivility in your current organization in the past week. 84 Regarding survey participants Personal Experience Of Incivility… The survey participants reflect that either most or many have experienced workplace incivility in their worklife, in their current position, in the past month, and in the past week. 85 Q67: You have experienced workplace incivility in your worklife. Answered 28 Skipped: 0 86 Q68: You have experienced workplace incivility in your current position. Answered 28 Skipped: 0 87 Q69: You have experienced workplace incivility in your current organization in the past month. Answered 28 Skipped: 0 88 Q70: You have experienced workplace incivility in your current organization in the past week. Answered 28 Skipped: 0 89 Personal Observation Of Incivility 71. You have observed workplace incivility in your work-life. 72. You have observed workplace incivility in your current position. 73. You have observed workplace incivility in your current organization in the past month. 74. You have observed workplace incivility in your current organization in the past week. 90 Regarding survey participants Personal Observation Of Incivility… The survey participants reflect that either most or many have observed workplace incivility in their worklife, in their current position, in the past month, and in the past week. 91 Q71: You have observed workplace incivility in your work-life. Answered 28 Skipped: 0 92 Q72: You have observed workplace incivility in your current position. Answered 28 Skipped: 0 93 Q73: You have observed workplace incivility in your current organization in the past month. Answered 28 Skipped: 0 94 Q74: You have observed workplace incivility in your current organization in the past week. Answered 28 Skipped: 0 95 Personal Activity As Instigator Of Incivility 75. You have been uncivil to others in your work-life. 76. You have been uncivil to others in your current position. 77. You have been uncivil to others in your current organization in the past month. 78. You have been uncivil to others in your current organization in the past week. 96 Regarding survey participants Personal Activity As Instigator Of Incivility… The survey participants reflect that most or many would strongly disagree that they had engaged in any activity as an instigator of incivility in their current position, in the past month, and in the past week. 97 Q75: You have been uncivil to others in your work-life. Answered 28 Skipped: 0 98 Q76: You have been uncivil to others in your current position. Answered 28 Skipped: 0 99 Q77: You have been uncivil to others in your current organization in the past month. Answered 28 Skipped: 0 100 Q78: You have been uncivil to others in your current organization in the past week. Answered 28 Skipped: 0 101 What We Believe About Our Organization And Worklife (6 Civility/Culture Values) What We Believe About Our Organization And Worklife helps to shape our experience, level of engagement and productivity, and our interest and ability to positively affect our colleagues and the desired organizational outcomes. The following civility culture questions and responses address six civility culture values; 1. Direction And Purpose 2. Personal Engagement 3. Leadership Style & Behavior 4. Clarity, Justice, & Parity 5. Commitment, Support & Appreciation 6. Ideal Workplace 102 Direction And Purpose 79. It is important to you to feel appreciated in your worklife. 80. It is important to you to feel respected in your worklife. 81. It is important to you to have personal autonomy in your worklife. 82. It is important to you to achieve professional mastery over what you do in your worklife. 83. It is important to you to achieve a sense of purpose from your worklife. 103 Regarding Survey Participants Direction And Purpose… The survey participants reflect that either most or many feel appreciated and respected in their worklife. They confirm that they have personal autonomy and professional mastery over what they do in their worklife. They achieve a sense of purpose from their worklife. 104 Q79: It is important to you to feel appreciated in your worklife. Answered 28 Skipped: 0 105 Q80: It is important to you to feel respected in your worklife. Answered 28 Skipped: 0 106 Q81: It is important to you to have personal autonomy in your worklife. Answered 28 Skipped: 0 107 Q82: It is important to you to achieve professional mastery over what you do in your worklife. Answered 28 Skipped: 0 108 Q83: It is important to you to achieve a sense of purpose from your worklife. Answered 28 Skipped: 0 109 Personal Engagement 84. I am really enthusiastic about the mission of my company. 85. In my team, I am surrounded by people who share my values. 86. I have the chance to use my strengths every day at work. 87. At work, I clearly understand what is expected of me. 88. I know I will be recognized for excellent work. 89. In my work I am always challenged to grow. 90. I have great confidence in my company's future. 110 Regarding Survey Participants Personal Engagement… The survey participants reflect that most are enthusiastic about the mission of their company, however disagree they are surrounded by people who share their values. Most participants strongly agree that they have the chance to use their strengths every day at work and that they clearly understand what is expected of them. Most are unsure or disagree that they will be recognized for excellent work, or that they are always challenged to grow, or that they have great confidence in their company's future. 111 Q84: I am really enthusiastic about the mission of my company. Answered 28 Skipped: 0 112 Q85: In my team, I am surrounded by people who share my values. Answered 28 Skipped: 0 113 Q86: I have the chance to use my strengths every day at work. Answered 28 Skipped: 0 114 Q87: At work, I clearly understand what is expected of me. Answered 28 Skipped: 0 115 Q88: I know I will be recognized for excellent work. Answered 28 Skipped: 0 116 Q89: In my work I am always challenged to grow. Answered 28 Skipped: 0 117 Q90: I have great confidence in my company's future. Answered 28 Skipped: 0 118 Leadership Style & Behavior 91. In my workplace supervisors who manage aggressively are viewed as strong leaders. 92. In my workplace supervisors use fear to motivate employees. 93. In my workplace employees feel that they are expected to compete against each other. 94. In my workplace high performing employees get away with bad behaviors that most others would be reprimanded for. 95. In my workplace verbal abuse (shouting, swearing, name calling, or sarcasm) is tolerated. 96. In my workplace supervisors ignore uncivil behaviors committed by others. 119 Regarding Survey Participants Beliefs About Leadership Style & Engagement… 75% of survey participants reflect that most supervisors who manage aggressively are viewed as strong leaders, while all agree that in their workplace their supervisors use fear to motivate employees, and 50% agree that employees are expected to compete against each other. 50% of survey participants indicate that their workplaces permit high performing employees to get away with bad behaviors that most others would be reprimanded for, and that verbal abuse (shouting, swearing, name calling, or sarcasm) is tolerated. All survey participants strongly agree or agree that supervisors ignore uncivil behaviors committed by others. 120 Q91: In my workplace supervisors who manage aggressively are viewed as strong leaders. Answered 28 Skipped: 0 121 Q92: In my workplace supervisors use fear to motivate employees. Answered 28 Skipped: 0 122 Q93: In my workplace employees feel that they are expected to compete against each other. Answered 28 Skipped: 0 123 Q94: In my workplace high performing employees get away with bad behaviors that most others would be reprimanded for. Answered 28 Skipped: 0 124 Q95: In my workplace verbal abuse (shouting, swearing, name calling, or sarcasm) is tolerated. Answered 28 Skipped: 0 125 Q96: In my workplace supervisors ignore uncivil behaviors committed by others. Answered 28 Skipped: 0 126 Clarity, Justice, & Parity 97. In my workplace I am clear about my role in the organization. 98. In my workplace I am clear about others role in the organization. 99. In my workplace others are clear about my role in the organization. 100. In my workplace I am expected to stay late to catch up on projects or tasks. 101. In my workplace I carry a similar workload as my colleagues. 102. In my workplace my work effort is recognized by my supervisor. 103. In my workplace I am adequately compensated for my work effort. 104. In my workplace I feel valued by my organization. 105. In my workplace I feel valued by my colleagues. 106. In my workplace I am expected to work more than the regular 40 hours. 107. In my workplace the demands of my job interfere with my family life. 127 Regarding Survey Participants Beliefs About Clarity, Justice, & Parity… 100% of survey participants reflect that they are clear about their role in the organization, however there is a high degree of ambiguity by others of their role in the organization, yet generally believe that most others are clear about their role in the organization. Most survey participants reflect that they are expected to stay late to catch up on projects or tasks, and most that they carry a similar workload as their colleagues. 2/3rds agree that their work effort is recognized by their supervisor, however 50 % disagree that they are adequately compensated for their work effort. The survey participants are divided about feeling valued by their organization, however 75% feel valued by their colleagues. 75% strongly or mildly agree that they are expected to work more than the regular 40 hours, yet there is an equal split between agree and disagree regarding survey participants belief that the demands of their job interfere with their family life. 128 Q97: In my workplace I am clear about my role in the organization. Answered 28 Skipped: 0 129 Q98: In my workplace I am clear about others role in the organization. Answered 28 Skipped: 0 130 Q99: In my workplace others are clear about my role in the organization. Answered 28 Skipped: 0 131 Q100: In my workplace I am expected to stay late to catch up on projects or tasks. Answered 28 Skipped: 0 132 Q101: In my workplace I carry a similar workload as my colleagues. Answered 28 Skipped: 0 133 Q102: In my workplace my work effort is recognized by my supervisor. Answered 28 Skipped: 0 134 Q103: In my workplace I am adequately compensated for my work effort. Answered 28 Skipped: 0 135 Q104: In my workplace I feel valued by my organization. Answered 28 Skipped: 0 136 Q105: In my workplace I feel valued by my colleagues. Answered 28 Skipped: 0 137 Q106: In my workplace I am expected to work more than the regular 40 hours. Answered 28 Skipped: 0 138 Q107: In my workplace the demands of my job interfere with my family life. Answered 28 Skipped: 0 139 Commitment, Support & Appreciation 108. My workplace has a written statement of expected norms or behaviors for all employees. 109. My supervisor behaves according to expected norms or behaviors for all employees. 110. My colleagues behave according to expected norms or behaviors for all employees. 111. In my workplace I feel physically safe. 112. In my workplace I feel emotionally safe. 113. In my workplace I believe my colleagues feel physically safe. 114. In my workplace I believe my colleagues feel emotionally safe. 115. My organization is committed to our physical safety. 116. My organization is committed to our emotional safety. 117. My supervisor is committed to my growth and development. 118. My supervisor is committed to my wellbeing as an employee. 119. ....I am trusted. 120. ....I am appreciated. 121. …I am listened to. 140 Regarding survey participants beliefs about Commitment, Support & Appreciation 50% of survey participants strongly disagree that their workplace has a written statement of expected norms or behaviors for all employees. Survey participants vary widely in their belief that their supervisor behave according to the expected norms or behaviors for all employees. There is a 50/50 split among survey participants regarding their belief that their colleagues behave according to expected norms or behaviors for all employees. Most employees feel physically safe, while only 50% feel emotionally safe or believe that their colleagues feel physically safe. 75% believe that their colleagues do not feel emotionally safe. Only 50% believe that their organization is committed to our physical safety or their emotional safety. 75% are unsure or do not believe that their supervisor is committed to their growth and development, while 50% strongly disagree that their supervisor is committed to their wellbeing as an employee. 75% believe that they are trusted, while 50% believe that they are both appreciated and listened to. 141 Q108: My workplace has a written statement of expected norms or behaviors for all employees. Answered 28 Skipped: 0 142 Q109: My supervisor behaves according to expected norms or behaviors for all employees. Answered 28 Skipped: 0 143 Q110: My colleagues behave according to expected norms or behaviors for all employees. Answered 28 Skipped: 0 144 Q111: In my workplace I feel physically safe. Answered 28 Skipped: 0 145 Q112: In my workplace I feel emotionally safe. Answered 28 Skipped: 0 146 Q113: In my workplace I believe my colleagues feel physically safe. Answered 28 Skipped: 0 147 Q114: In my workplace I believe my colleagues feel emotionally safe. Answered 28 Skipped: 0 148 Q115: My organization is committed to our physical safety. Answered 28 Skipped: 0 149 Q116: My organization is committed to our emotional safety. Answered 28 Skipped: 0 150 Q117: My supervisor is committed to my growth and development. Answered 28 Skipped: 0 151 Q118: My supervisor is committed to my wellbeing as an employee. Answered 28 Skipped: 0 152 Q119: ....I am trusted. Answered 28 Skipped: 0 153 Q120: ....I am appreciated. Answered 28 Skipped: 0 154 Q121: …I am listened to. Answered 28 Skipped: 0 155 Ideal Workplace 122. ...we would choose to be respectful, even in the face of disagreement. 123. ...we would choose to be generous, even where there is a cost to doing so. 124. ...we would choose to be trusting, even when there is a risk to being so. 125. ...we would choose to only hire civil employees. 126. ...we would choose to seek out a common ground if we encounter interpersonal friction. 127. ...we would choose to model civil behavior. 128. ...we would choose to acknowledge personality clashes so as to move beyond them. 129. ...we would choose to set clear expectations for behavior. 130. ...we would choose to provide training on civil behaviors. 131. ...we would choose to become active listeners to avoid misunderstandings. 132. ...we would choose to remove chronic offenders. 133. ...we would choose to understand the antecedents to incivility and watch out for signs of its presence. 134. ...we would not excuse powerful offenders. 135. ...we would choose to gather data on the impact of incivility. 136. ...we would choose to be aware of and calculate the potential costs of workplace 156 Regarding Survey Participants Beliefs About An Ideal Workplace Regarding survey participants beliefs about an Ideal Workplace they, other than committing to only hire civil employees, they generally are in strong agreement with the 15 precepts of an ideal workplace, including...being respectful, being generous, being trusting, seeking common ground, modeling civil behavior, acknowledge personality, setting clear expectations, providing training on civil behaviors, becoming active listeners, removing chronic offenders, understanding the antecedents to incivility, excusing powerful offenders, collecting data on the impact of incivility and choosing to be aware of and calculate the potential costs of workplace. 157 Q122: ...we would choose to be respectful, even in the face of disagreement. Answered 28 Skipped: 0 158 Q123: ...we would choose to be generous, even where there is a cost to doing so. Answered 28 Skipped: 0 159 Q124: ...we would choose to be trusting, even when there is a risk to being so. Answered 28 Skipped: 0 160 Q125: ...we would choose to only hire civil employees. Answered 28 Skipped: 0 161 Q126: ...we would choose to seek out a common ground if we encounter interpersonal friction. Answered 28 Skipped: 0 162 Q127: ...we would choose to model civil behavior. Answered 28 Skipped: 0 163 Q128: ...we would choose to acknowledge personality clashes so as to move beyond them. Answered 28 Skipped: 0 164 Q129: ...we would choose to set clear expectations for behavior. Answered 28 Skipped: 0 165 Q130: ...we would choose to provide training on civil behaviors. Answered 28 Skipped: 0 166 Q131: ...we would choose to become active listeners to avoid misunderstandings. Answered 28 Skipped: 0 167 Q132: ...we would choose to remove chronic offenders. Answered 28 Skipped: 0 168 Q133: ...we would choose to understand the antecedents to incivility and watch out for signs of its presence. Answered 28 Skipped: 0 169 Q134: ...we would not excuse powerful offenders. Answered 28 Skipped: 0 170 Q135: ...we would choose to gather data on the impact of incivility. Answered 28 Skipped: 0 171 Q136: ...we would choose to be aware of and calculate the potential costs of workplace incivility. Answered 28 Skipped: 0 172 Survey Conclusions • The conclusion is that for the imaginary LinkedIn workgroup, which the survey participants represent, workplace incivility is prevalent and is a problem. The participants indicate a significant presence and occurrence of workplace incivility in their worklife, in their current position, in the past month, and in the past week. • The major findings are that most participants become upset when directly experiencing bad behavior and become stressed when observing bad behavior at work. They affirm that they are more creative when working in a positive environment, and are more engaged when they observe positive behavior at work. However the participants loose enjoyment in their work as a result of workplace incivility, and although they experience work-related stress their supervisors and colleagues are generally supportive. Significantly however, three of every four survey participants strongly agree that they experience both emotional abuse and hostility in their workplace. • The survey participants reflect that either most or many feel appreciated and respected and have achieved a sense of purpose from their worklife. Most disagree that they have great confidence in their company's future. 50% of survey participants strongly disagree that their workplace has a written statement of expected norms or behaviors for all employees. Survey participants vary widely in their belief that their supervisors behave according to the expected norms or behaviors for all employees. There is a 50/50 split among survey participants regarding their belief that their colleagues behave according to expected norms or behaviors for all employees. • Regarding survey participants beliefs about an Ideal Workplace they, other than committing to only hire civil employees, they generally are in strong agreement with the 15 precepts of an ideal workplace. 173 Recommendations Workplace Civility Strategic Activity Strategy# 6. Develop individual and group executive coaching programs to address specific issues around deviant workplace Strategy# 5. Appoint and train civility ambassadors (practitioners) to help organizations and work groups build positive cultures, and Strategy# 4. Developing and present experiential workshops to address and resolve group issues around workplace incivility, Strategy# 3. Introducing civility as a cultural norm to your workforce through keynote speakers, seminars, and presentations at small group and organization-wide events, Strategy# 2. Building civility as a leadership behavior into your corporate strategy, Strategy# 1. Surveying and assessing the prevalence and impact of workplace incivility 2016 Workplace Civility Matters © Recommendations • A course of action for the imaginary workgroup includes six tested and proven options that can be tailored to the specific needs of the organization. Based upon the survey conclusions workplace incivility is prevalent and is a problem and should be addressed as both an organization al issue and as a leadership issue. 175 Consolidated Findings 176 How We Experience Our Organization And Worklife (8 Civility Culture Preferences) How We Experience Our Organization And Worklife helps to explain our experience, level of engagement and productivity, and our interest and ability to positively affect our colleagues and the desired organizational outcomes. The following civility culture questions and responses address eight civility culture preferences; 1. Tolerance For Deviant Behaviors 2. Preference For Positive Behaviors 3. Awareness Of What Incivility Is 4. Response To Incivility 5. Response To Work Environment 6. Personal Experience Of Incivility 7. Personal Observation Of Incivility 8. Personal Activity As Instigator Of Incivility 177 Regarding Survey Participants Tolerance For Deviant Behaviors… Most participants indicate that they become upset by bad behavior at work, while most strongly agree or agree that they become stressed when experiencing or observing bad behavior at work. However most participants indicate that their tolerance for bad behavior at work is not the same as most other colleagues. An assumption here is that because this was an non-mandatory and open-network survey the participants completing the “workplace civility survey” were already familiar with the phenomenon. 178 Regarding Survey Participants Preference For Positive Behaviors… Most participants indicate that they it’s easy for them to become excited by positive behavior at work, that they are more creative when working in a positive environment, and are more engaged when they observe positive behavior at work. Most strongly agree or agree that their desire for positive behavior at work is the same as most others. 179 Regarding Survey Participants Awareness Of What Incivility Is… Most participants indicate that they strongly agree or agree that the survey’s 24 identified precepts represent their understanding of the nature and behavior that constitutes workplace incivility. 180 Regarding Survey Participants Response To Workplace Incivility… The survey participants’ individual responses to their experience reflects a variety of differing results along the continuum of 13 typical behaviors. Of significance to the leadership team is that 1/2 of employees shortchange the organization on time, while approx. 1/3 of employees withhold discretionary effort and concern for colleagues. Significantly, 2/3rds of employees loose enjoyment in their work as a result of workplace incivility. 181 Regarding survey participants Response To Work Environment … The survey participants reflect that although they experience work-related stress their supervisors and colleagues are generally supportive. Three of every four survey participants strongly agree that they experience both emotional abuse and hostility in their workplace, while half of the participants agree that their supervisors and colleagues are emotionally intelligent and culturally aware. Half of the participants agree that they trust their colleagues and supervisors, although their response reflects a degree of ambiguity regarding how colleagues and supervisors embrace diversity or display bias towards some groups and individuals. Generally most survey participants appear comfortable approaching colleagues about their uncivil behavior or applauding then for acts of civility. 182 Regarding survey participants Personal Experience Of Incivility… The survey participants reflect that either most or many have experienced workplace incivility in their worklife, in their current position, in the past month, and in the past week. 183 Regarding survey participants Personal Observation Of Incivility… The survey participants reflect that either most or many have observed workplace incivility in their worklife, in their current position, in the past month, and in the past week. 184 Regarding survey participants Personal Activity As Instigator Of Incivility… The survey participants reflect that most or many would strongly disagree that they had engaged in any activity as an instigator of incivility in their current position, in the past month, and in the past week. 185 What We Believe About Our Organization And Worklife (6 Civility/Culture Values) What We Believe About Our Organization And Worklife helps to shape our experience, level of engagement and productivity, and our interest and ability to positively affect our colleagues and the desired organizational outcomes. The following civility culture questions and responses address six civility culture values; 1. Direction And Purpose 2. Personal Engagement 3. Leadership Style & Behavior 4. Clarity, Justice, & Parity 5. Commitment, Support & Appreciation 6. Ideal Workplace 186 Regarding Survey Participants Direction And Purpose… The survey participants reflect that either most or many feel appreciated and respected in their worklife. They confirm that they have personal autonomy and professional mastery over what they do in their worklife. They achieve a sense of purpose from their worklife. 187 Regarding Survey Participants Personal Engagement… The survey participants reflect that most are enthusiastic about the mission of their company, however disagree they are surrounded by people who share their values. Most participants strongly agree that they have the chance to use their strengths every day at work and that they clearly understand what is expected of them. Most are unsure or disagree that they will be recognized for excellent work, or that they are always challenged to grow, or that they have great confidence in their company's future. 188 Regarding Survey Participants Beliefs About Leadership Style & Engagement… 75% of survey participants reflect that most supervisors who manage aggressively are viewed as strong leaders, while all agree that in their workplace their supervisors use fear to motivate employees, and 50% agree that employees are expected to compete against each other. 50% of survey participants indicate that their workplaces permit high performing employees to get away with bad behaviors that most others would be reprimanded for, and that verbal abuse (shouting, swearing, name calling, or sarcasm) is tolerated. All survey participants strongly agree or agree that supervisors ignore uncivil behaviors committed by others. 189 Regarding Survey Participants Beliefs About Clarity, Justice, & Parity… 100% of survey participants reflect that they are clear about their role in the organization, however there is a high degree of ambiguity by others of their role in the organization, yet generally believe that most others are clear about their role in the organization. Most survey participants reflect that they are expected to stay late to catch up on projects or tasks, and most that they carry a similar workload as their colleagues. 2/3rds agree that their work effort is recognized by their supervisor, however 50 % disagree that they are adequately compensated for their work effort. The survey participants are divided about feeling valued by their organization, however 75% feel valued by their colleagues. 75% strongly or mildly agree that they are expected to work more than the regular 40 hours, yet there is an equal split between agree and disagree regarding survey participants belief that the demands of their job interfere with their family life. 190 Regarding survey participants beliefs about Commitment, Support & Appreciation 50% of survey participants strongly disagree that their workplace has a written statement of expected norms or behaviors for all employees. Survey participants vary widely in their belief that their supervisor behave according to the expected norms or behaviors for all employees. There is a 50/50 split among survey participants regarding their belief that their colleagues behave according to expected norms or behaviors for all employees. Most employees feel physically safe, while only 50% feel emotionally safe or believe that their colleagues feel physically safe. 75% believe that their colleagues do not feel emotionally safe. Only 50% believe that their organization is committed to our physical safety or their emotional safety. 75% are unsure or do not believe that their supervisor is committed to their growth and development, while 50% strongly disagree that their supervisor is committed to their wellbeing as an employee. 75% believe that they are trusted, while 50% believe that they are both appreciated and listened to. 191 Regarding Survey Participants Beliefs About An Ideal Workplace Regarding survey participants beliefs about an Ideal Workplace they, other than committing to only hire civil employees, they generally are in strong agreement with the 15 precepts of an ideal workplace, including...being respectful, being generous, being trusting, seeking common ground, modeling civil behavior, acknowledge personality, setting clear expectations, providing training on civil behaviors, becoming active listeners, removing chronic offenders, understanding the antecedents to incivility, excusing powerful offenders, collecting data on the impact of incivility and choosing to be aware of and calculate the potential costs of workplace. 192