Workplace Incivility Reflection

Workplace Incivility Reflection

Reflect on an experience in which you were directly involved or witnessed incivility in the workplace and answer all questions/criteria with explanations and detail.

• Provide a brief synopsis of the situation.
• Describe how the situation made you feel. Discuss your response or the response of others involved.
• What were the consequences of this situation? Provide an example of how this affected the work environment and outcomes.
• How could the situation have been prevented? Discuss evidence-based strategies to support a healthy work environment.

  Use current APA format to format citations and references and is free of errors.

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APA

Workplace Incivility Reflection

Synopsis of the Situation:
During a team meeting at my previous workplace, a colleague publicly criticized another team member’s project without providing constructive feedback. The comment was sarcastic and dismissive, undermining the individual’s credibility in front of the team.

Feelings and Responses:
I felt shocked and uncomfortable witnessing the incident. The targeted employee appeared embarrassed and defensive, while others in the room were hesitant to respond. I chose to remain silent initially, though I later privately addressed the issue with the colleague who made the comment, emphasizing the importance of professional communication.

Consequences:
The immediate consequence was tension and reduced morale within the team. Team members became reluctant to share ideas during subsequent meetings, fearing ridicule. Over time, productivity declined, and collaboration suffered as trust among colleagues was weakened. This demonstrates how incivility can negatively affect both interpersonal relationships and organizational outcomes.

Prevention Strategies:
This situation could have been prevented by implementing evidence-based strategies for a healthy work environment, such as:

• Clear workplace policies addressing professional behavior and respectful communication (Porath & Pearson, 2013).

• Training programs on conflict resolution and emotional intelligence to equip employees with skills for managing disagreements constructively (Laschinger et al., 2012).

• Encouraging open dialogue and establishing protocols for reporting uncivil behavior without fear of retaliation.

By fostering a culture of respect and accountability, organizations can minimize incivility, maintain team cohesion, and enhance overall workplace performance.

References (APA 7th Edition Example):
Laschinger, H. K. S., Wong, C., & Grau, A. L. (2012). The influence of authentic leadership on newly graduated nurses’ experiences of workplace bullying, burnout, and retention outcomes: A cross-sectional study. International Journal of Nursing Studies, 49(10), 1266–1276. https://doi.org/10.1016/j.ijnurstu.2012.05.012