Sandra L. Bloom and Brian Farragher
- Published in print:
- 2010
- Published Online:
- January 2011
- ISBN:
- 9780195374803
- eISBN:
- 9780199865420
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780195374803.003.0011
- Subject:
- Social Work, Health and Mental Health
The notion that “punishment works” is simply taken for granted as true, part of our existing mental model for dealing with other people. Here this chapter asks whether punishment actually is ...
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The notion that “punishment works” is simply taken for granted as true, part of our existing mental model for dealing with other people. Here this chapter asks whether punishment actually is effective and under what conditions. In chronically stressed organizations, as leaders become more authoritarian and their efforts to correct problems are ineffective, leaders are likely to become increasingly punitive in an effort to exert control. But organizational practices that are perceived as unjust evoke a very human desire for vengeance. As in the case of the chronically stressed individual, shame, guilt, anger and a desire for justice can combine with unfortunate consequences for individuals and for the organization. When this is happening the organization may become both socially irresponsible and ethically compromised. The chapter explores what happens when good people do bad things, including when otherwise decent people stand around and watch unjust behavior and do nothing.Less
The notion that “punishment works” is simply taken for granted as true, part of our existing mental model for dealing with other people. Here this chapter asks whether punishment actually is effective and under what conditions. In chronically stressed organizations, as leaders become more authoritarian and their efforts to correct problems are ineffective, leaders are likely to become increasingly punitive in an effort to exert control. But organizational practices that are perceived as unjust evoke a very human desire for vengeance. As in the case of the chronically stressed individual, shame, guilt, anger and a desire for justice can combine with unfortunate consequences for individuals and for the organization. When this is happening the organization may become both socially irresponsible and ethically compromised. The chapter explores what happens when good people do bad things, including when otherwise decent people stand around and watch unjust behavior and do nothing.
Steven M. Elias (ed.)
- Published in print:
- 2013
- Published Online:
- March 2016
- ISBN:
- 9780814722602
- eISBN:
- 9780814722626
- Item type:
- book
- Publisher:
- NYU Press
- DOI:
- 10.18574/nyu/9780814722602.001.0001
- Subject:
- Psychology, Social Psychology
Workplace crimes are never far from the news. From major scandals like Enron to violent crimes committed by co-workers to petty theft of office supplies, deviant and criminal behavior is common in ...
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Workplace crimes are never far from the news. From major scandals like Enron to violent crimes committed by co-workers to petty theft of office supplies, deviant and criminal behavior is common in the workplace. Psychological factors are almost always involved when an employee engages in such behavior. This book offers insights at the level of the individual employee and also sheds light on the role organizations themselves may play in fostering such criminal behavior. It considers psychological factors involved in theft and fraud, workplace violence, employee discrimination, and sexual harassment. It also analyzes a number of variables which can influence such behavior; including employee personality, employee emotional processes, experience of occupational stress, organizational culture, organizational injustice, and human resource management practices. The book will be of core interest to those interested in the psychology and sociology of work, organizational behavior, and human resource management.Less
Workplace crimes are never far from the news. From major scandals like Enron to violent crimes committed by co-workers to petty theft of office supplies, deviant and criminal behavior is common in the workplace. Psychological factors are almost always involved when an employee engages in such behavior. This book offers insights at the level of the individual employee and also sheds light on the role organizations themselves may play in fostering such criminal behavior. It considers psychological factors involved in theft and fraud, workplace violence, employee discrimination, and sexual harassment. It also analyzes a number of variables which can influence such behavior; including employee personality, employee emotional processes, experience of occupational stress, organizational culture, organizational injustice, and human resource management practices. The book will be of core interest to those interested in the psychology and sociology of work, organizational behavior, and human resource management.
Paul A. Landsbergis, Marnie Dobson, Anthony D. LaMontagne, BongKyoo Choi, Peter Schnall, and Dean B. Baker
- Published in print:
- 2017
- Published Online:
- November 2017
- ISBN:
- 9780190662677
- eISBN:
- 9780190662707
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/oso/9780190662677.003.0017
- Subject:
- Public Health and Epidemiology, Public Health
This chapter describes sources of stress in the work environment, their adverse effects on the health of workers, and how they are influenced by economic globalization, political systems, laws, ...
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This chapter describes sources of stress in the work environment, their adverse effects on the health of workers, and how they are influenced by economic globalization, political systems, laws, government policies, and the changing labor market. Models of occupational stress, in particular job strain and effort-reward imbalance, are presented. Additional occupational stressors are described, including long work hours, shift work, precarious work and job insecurity, work-family conflict and organizational injustice, including discrimination, harassment, and bullying. The health and safety consequences of exposure to occupational stressors are detailed, including musculoskeletal disorders, acute traumatic injuries, mental disorders (such as depression), health behaviors, and cardiovascular disease and its risk factors (including hypertension, obesity, diabetes, and the metabolic syndrome). Finally, there is a discussion of efforts on work reorganization and job redesign, workplace policies and programs, and laws and regulations designed to reduce occupational stress and improve the health and safety of workers.Less
This chapter describes sources of stress in the work environment, their adverse effects on the health of workers, and how they are influenced by economic globalization, political systems, laws, government policies, and the changing labor market. Models of occupational stress, in particular job strain and effort-reward imbalance, are presented. Additional occupational stressors are described, including long work hours, shift work, precarious work and job insecurity, work-family conflict and organizational injustice, including discrimination, harassment, and bullying. The health and safety consequences of exposure to occupational stressors are detailed, including musculoskeletal disorders, acute traumatic injuries, mental disorders (such as depression), health behaviors, and cardiovascular disease and its risk factors (including hypertension, obesity, diabetes, and the metabolic syndrome). Finally, there is a discussion of efforts on work reorganization and job redesign, workplace policies and programs, and laws and regulations designed to reduce occupational stress and improve the health and safety of workers.
