Post by samsparrow74 on Feb 15, 2024 6:41:00 GMT -5
Any worker could have had a bad day , or been less productive than usual at work , regardless of the reasons. However, they are situations that are not due to chronic or habitual toxic behaviors, unfavorable and annoying for coworkers , the team and oneself. These are roles that, probably due to ignorance, coworkers can enhance through criticism or negative perceptions . “Knowing how these behaviors affect the team allows us to do a self-analysis and verify if we have any behavior that we can correct. And knowing why someone behaves in a toxic way gives us clues to neutralize its effects or even to help redirect negative behaviors towards more favorable ones,” explains Gina Aran , collaborating professor of Economics and Business Studies at the University Oberta de Catalunya ( UOC ). According to the expert, those people who play toxic roles or become unproductive for teamwork “ can dynamit the group .” This risk exists even in work teams that have been working together for some time and obtaining good results. As a consequence, these behaviors lead to colleagues' frustration , discouragement, and the breakdown of cohesion.
Job-Roles-Toxic For this reason, the UOC professor estimates that these people with the most harmful toxic roles tend to have in common “ a lack of commitment and an order of priorities that always Honduras Phone Number List leans towards themselves .” Therefore, she considers it important to identify her motives and act accordingly. According to Aran, there are four types of toxic worker profiles: 1. The dominators . These people need the spotlight and tend to be authoritarian and give their opinion even on topics outside their scope of knowledge, frustrating their colleagues. “They complicate the development of meetings and the generation of information, but in reality they tend to be people who seek quick recognition and who have low self-esteem,” details Aran. According to the expert, the way to redirect this behavior is to give them the recognition they believe they deserve , even against the spontaneous contrary feelings of their colleagues. 2. Obstructors .
They try to make decision-making eternal and dwell on the issues, they waste time on issues that have already been discussed so that the project and the tasks do not advance,” describes the UOC professor. On the other hand, they often provide confusing or inaccurate information to blame others for their mistakes and failure. All this behavior is motivated mainly by their fear of taking responsibility . In this way, to neutralize or transform obstructive roles, “it is advisable to plan the tasks in detail and even leave them in writing.” 3. The always critical . They dedicate most of their effort to analyzing and pointing out other people's errors , attributing merits that are not their own in the process. Furthermore, it is common for them to question the person in charge of the team . «They tend to be distrustful people, who feel envious and who believe that others are against them. Therefore, we must show them that we listen to them and value them, but we must also tell them why their proposal is not successful, being careful not to feel that they are manipulating us," highlights Aran. 4. Parasites . "They are not the most toxic, but they tend to demoralize other teammates if the person in charge of the team does not act," says Aran.
Job-Roles-Toxic For this reason, the UOC professor estimates that these people with the most harmful toxic roles tend to have in common “ a lack of commitment and an order of priorities that always Honduras Phone Number List leans towards themselves .” Therefore, she considers it important to identify her motives and act accordingly. According to Aran, there are four types of toxic worker profiles: 1. The dominators . These people need the spotlight and tend to be authoritarian and give their opinion even on topics outside their scope of knowledge, frustrating their colleagues. “They complicate the development of meetings and the generation of information, but in reality they tend to be people who seek quick recognition and who have low self-esteem,” details Aran. According to the expert, the way to redirect this behavior is to give them the recognition they believe they deserve , even against the spontaneous contrary feelings of their colleagues. 2. Obstructors .
They try to make decision-making eternal and dwell on the issues, they waste time on issues that have already been discussed so that the project and the tasks do not advance,” describes the UOC professor. On the other hand, they often provide confusing or inaccurate information to blame others for their mistakes and failure. All this behavior is motivated mainly by their fear of taking responsibility . In this way, to neutralize or transform obstructive roles, “it is advisable to plan the tasks in detail and even leave them in writing.” 3. The always critical . They dedicate most of their effort to analyzing and pointing out other people's errors , attributing merits that are not their own in the process. Furthermore, it is common for them to question the person in charge of the team . «They tend to be distrustful people, who feel envious and who believe that others are against them. Therefore, we must show them that we listen to them and value them, but we must also tell them why their proposal is not successful, being careful not to feel that they are manipulating us," highlights Aran. 4. Parasites . "They are not the most toxic, but they tend to demoralize other teammates if the person in charge of the team does not act," says Aran.