Scholar Lynne Andersson

The discipline that I am researching is Management. It is a part of the Applied/Social

Sciences in academic learning. I am interested in this discipline because I would like to be

effective in best business practices and how work well with others. The scholar that I have

researched who works in this discipline is Lynne Andersson. She has a Bachelor of Science

degree in Public Health from the University of North Carolina at Chapel Hill, Master of Science

in Management from Georgia Institute of Technology, and a Ph.D. in Organizational

Behavior/Social Issues in Management from the University of North Carolina (Fox School of

Business, n.d.).

Lynne Andersson teaches at Temple University in Human Resource Management. She

teaches courses at the undergraduate and graduate level in the area of Business, Society and

Ethics, and Corporate Sustainability. Her skills and expertise are in Environmental

Sustainability, Organizational Theory, Critical Theory, Critical Management Studies,

Stakeholder Management, Society and Environment, Environmental Sociology, and Sustainable

Consumption and Production. She is an expert in Business Management.

In the article the concept that workplace incivility could potentially lead to aggressive

behaviors. This would cause a hostile work environment. It researches functionality and moral

implications in the workplace. It discusses the new challenges faced with high-tech,

asynchronous, global interaction. The study was done by taking polls from the American public,

who thought incivility was a serious problem. Many changes in the workplace, like employee

diversity, pressures in productivity, and part-time workers are just a few things that contribute to

this problem of incivility. The author used research from different experts, who studied deviant
behavior, aggression, and violence in the workplace. She used confirmed data about workplace

violence. She believes that some cases are due to workplace mistreatment. She also defined

workplace incivility as “Workplace incivility is low-intensity deviant behavior with ambiguous

intent to harm the target, in violation of workplace norms for mutual respect. Uncivil behaviors

are characteristically rude and discourteous, displaying a lack of regard for others (Andersson,

1999).

Andersson used data and figures to show how facilitators addressed the spiraling effects

of incivility. Also, breaking down how something like this could take place. She gives an

example how an instigator and their target interact and how the spiral begins to escalate. Giving

different proposition examples shows how things like this take place. The research is still waiting

to be tested. The process of development of the incivility measure and testing of the propositions

will be multimethod endeavor, consisting of a combination of inductive and deductive

methodologies.

The scholar, Lynne Andersson views this problem as a workplace misconduct. She feels

that anyone who displays violent behavior in the workplace should be held accountable.

Management in the workplace should have the tools needed to address these issues and work

things out between employees. This will help with the culture in the workplace and reduce a

hostile work environment. Humans have to work together in an environment and sometimes they

may not get along. After reading and doing this exercise, I know that there are different things

that can happen in a business, and you have to look at ways of how to correct them but also ways

to keep them from happening. Not just managing the people or office but also managing

problems that may arise.

References
Andersson, L. M. (1999). Tit for Tat? The Spiraling Effect of Incivility in the Workplace. The
Academy of Management, 452-471.
Fox School of Business. (n.d.). Retrieved from Temple University:
https://www.fox.temple.edu/directory/lynne-m-andersson-landerss
JSTOR. (n.d.). Retrieved from https://www.jstor.org/stable/259136