Organization
THE harassment MORAL as a phenomenon PSICOCOCIAL in organizations in this type of corporate cultures, under the subjectivity that who exercises the authority has all the answers, weakens the Organization and its members. With this attitude acquits liable individual and group, since they assume no capacity in the search for answers and resolution to own or foreign conflicts, placing the members of the organization in the scepticism within both interpersonal and intergroup conflict. To be able to confront authoritarianism would have to have a shared vision of common values vs the culture of these. Therefore the Group of this type of organization conscious or unconsciously, in my opinion, contributes to to follow the course of the conflict by aligning with stalkers, or also in non-involvement (probably for fear that the same thing happens) thus avoiding the corrective or preventive measures. In this way the harasser allows set without sense, job changes, critical tasks unjustified, excessive amounts of work assignments; creating very low moral standards of the Organization and a lack of motivation that leads to these conflict situations.
Modern studies of motivation and leadership in the company show that these two factors influencing key aspects: the efficacy of teamwork, integration and sense of belonging corporate executives pictures, the assimilation of changes, innovations and complex situations, the actual capacity and growth and internationalization of an enterprise, or the productivity and competitiveness of the same. A decision is good if it is consistent with the goals that the company intends to achieve and the information potentially available. A high quality solution resolves the problem or you have great chances of achieving it. This attribute serves two functions within the model. First of all, relates to the importance of other attributes. If the quality of the decision is important, other qualities are converted to turn in criticism for a decision effective.