Negative relationships develop when two people in an
organization maintain some kind of working relationship with each other and
when one (or both) of those people, for whatever reason, dislikes the other(Labianca and Brass, 2006). The Study of Lucia and Brass
(2006) describes negative relationship as a relationship that is enduring, intrinsic
to the organization’s workflow and harmful in someway to the participants.
These type of relationships leads to job redesigns and avoidance efforts and
such repercussions for the participants

Giuseppe and Daniel (2015) states that “employees are among
an organization’s most important resources and coined as most valuable assets”.
Hence, it is important to have an effective employee relationship to maintain a
satisfying work environment. An effective employee relation contains
cultivating and creating a productive and motivated workforce. Employee
relations also includes giving scope for employee participation in management
decisions, communications, policies for improving cooperation and control of
grievances and minimization of conflicts(Karnataka, 2015).  In work contexts, high-quality relationships are
key channels through which members engage in learning behavior that help the
organization attain its goals. In quality relationships people are able to open
up and grasp their own and others’ points of view more fully, enhance their
attentional capacities for detecting organizational signals (weak or strong)
and increase their cognitive capacities regarding how to approach activities (Simonette et
al., 2008).
A recent research by Madsen, Miller and John (2005) shows that readiness for
organizational change is connected to employee’s relationships at work. They
further explain, “this means that positive feelings, attitudes, and perceptions
of workplace peers, subordinates, and even supervisors may facilitate an
environment more conducive to individual willingness and openness for
organizational change involvement and supportiveness.”. To work
collaboratively, employees should feel a sense of trust and support, which
would allow them to communicate openly even about difficult issues that might
be in contrast to the perspective of the organization or individual supervisor(Payne, 2014).

We Will Write a Custom Essay Specifically
For You For Only $13.90/page!


order now

Literature Review:

The topic, workplace relationships has caught interest of
many researchers in the last decade. There are both positive and negative
aspect of relationships. For example, just as an employee’s friends and
acquaintances may help the employee get promoted by providing such things as
critical information, mentoring, and good references, negative relationships
with others may prevent promotion if these people withhold critical information
or provide bad references. Likewise, positive relationships may facilitate
knowledge transfer that improves group or organizational performance (Labianca and Brass, 2006). However, most of the recent
researches focuses mainly on the positive aspect as it conveys benefits that
create a greater chance for success.

Introduction:

This study focuses on the relationships in a working
environment and the ethical view of these relationships. It discusses both positive
and negative aspect of the relationships and the principles behind these
relationships.

Abstract: