Dear Zoncita D. Norman, "Yes" Professional bullying in the workplace is core point, but this professional bullying become personal too.

It has been a world wide issue that has been left unaddressed, and it has resulted in the bullying of the voiceless, disabled, women and many others.

I agree with Aminata and will add that those who disagree with the media propaganda are severely bullied. It appears to me that we no longer can have a middle ground on issues, and people cannot accept differing opinions. If you do, you are then bullied and harassed.

incivility in the workplace is behavior that is usually not easily detected, it is not as obvious as bullying eg slapping colleagues across the face. It usually manifests as subtle ways of being disrespectful or violating laid down rules set by the office as regards acceptable behavior. This can be manifested in various forms such as shutting up subordinates at meetings, constantly disrupting others while they speak, and making others feel as if they are small or inconsequential. This may also pose cultural undercurrents, as what seems rude in certain cultures may be acceptable in others. For example, walking into a room as an African, it is expected that you greet everyone whether you know them or not, this may not be the case in other cultures, where it is expected that you quietly enter a room and take a seat.

For example, it was foreign to be on a first-name basis with your bosses in my country at a time, as such when new-generation banks in Nigeria introduced this concept in the 1990s, it was a culture shock. Being on a first-name basis with your boss does not also mean you can or should be impolite or not respect the person.

It is important that a healthy dosage of respect and politeness be present in every organization, to ensure that everyone feels welcome, and to promote an appropriate environment for productive work.

What incivility costs an organization cannot be quantified monetarily but is goes a long way in forming the atmosphere for productivity or otherwise.

How to Control the impact of incivility

1.Lead by example

Management must always “put their best foot forward”. When the higher-ups are civil and actively promote civility, it would gradually become the culture of the organization. This is not to say as a boss, you can never get upset, it is usually best to always address the issue not the person in annoyance. Always point out what your subordinate has done wrong, and do not berate the employee for “messing up”

2. Do not disregard the feelings of others

When an employee feels wronged (correctly or otherwise), it is usually a good idea to hear out that colleague and not conclude that any employee has assumed or is paranoid. Give the employee the opportunity to be heard.

3. Clear and enforceable Policies

The policy as regards acceptable behavior must be clearly spelled out. As a fallout from the previous statement, the repercussion of bad behavior should also be spelled out and followed consistently.

4. Training

There should be training about fostering an environment where everyone feels that they can air their opinions without being disregarded. The employees must feel that they are relevant to the success of the organization and that everyone has a part to play for the bottom line to be met.

Thanks Dear Fadeke for your reply, need more help from you. Thanks again

In order to judge incivility and rudeness in an organization, the management should carefully observe the behavior of its employees, especially during interactions. If an employee is found to be particularly uncivil or rude in their interactions, the management should take appropriate steps to address the issue. This could include counseling, issuing warnings, or even disciplinary action in more extreme cases. To control the lateral impact of incivility and rudeness in an organization, the management should establish and enforce policies and practices that emphasize respect and civility. This could include promoting positive work relationships, providing training on appropriate communication skills and practices, and providing employees with resources to help them resolve conflicts in a professional manner. Additionally, the management should ensure that any incidents of incivility and rudeness are addressed swiftly and appropriately. This will help to ensure that the organization maintains a positive culture and environment that is free of incivility and rudeness.

Thanks Peter Donkor, one thing I always suggest is "Sense of Belongingness". When you give importance to your organization then you will create trustworthiness, which will transform your personality and develop spiritual relationships.