When conflict is not addressed, a workplace can become uncivil or downright toxic. In subtle and not so subtle ways, civility $($or

the lack thereof$)$ permeates organizations like a virus and can negatively affect employees' emotions, attention, performance,

willingness to share information, willingness to help one another, and desire to stay. In her TED Talk, Professor Christine

Porath shares information and examples that help make the business case for being civil. $($Watch the video at: www$.$youtube.c

om$/$watch$?$v$=$YY$1$ERM$-$NIBY.$)$ After watching the video, answer the following questions:

$1.)$ Dr$.$ Porath cites research that suggests that incivility can cause two$-$thirds of employees to reduce their efforts, from occasionally

"checking out" to eventually leaving. Moreover, she reports that even employees who are not direct targets but are witnesses of

incivility will also experience negative effects. Reflect on these findings in terms of what you have experienced. How has incivility

affected you $($and others$)$ and your $($their$)$ motivation to engage and perform?

$2.)$ Dr$.$ Porath notes that one client, Cisco Systems, estimated that incivility costs them $$12$ million a year. These costs seem hard to

quantify in that the effects are far$-$reaching in the day$-$to$-$day and longer term of employee departure, customer dissatisfaction,

and health care$/$workers$\text{'}$ compensation claims. Beyond her work, there is research that suggests that the lack of employee

engagement $($over $30$ percent are disengaged$)$ costs the American economy more than $$500$ billion a year. Comment on the cost of

poor leadership in general and on the effects$-$positive and negative$-$one leader $($at any level in an organization$)$ can have.

$3.)$ She notes that there is a difference between "lifting up$"$ employees and "not putting them down" and that being civil is more than "not

being a jerk." We have discussed how some have experienced others' leadership as $"$no news is good news" $...$ and as long as no

one shares concerns with you, you must be doing okay. These ideas are similar. Comment on how leaders you admire lift you up$,$ in

small and more substantial ways, and how this has affected you. As a future leader, what needs to happen to move beyond "not being

incivil" to encouraging employees to lift up one another? How do you think this will affect your organization?

$4).$ Dr$.$ Porath explains that there may be a stigma to "being nice"$-$a belief that "nice guys finish last." How can leaders at any level of an

organization set a tone that includes being "nice," "civil," and "respectful" in a $24/7$ society where workaholism reigns $(55$ percent of

Americans leave about four unused vacation days in their account each year$),$ exhaustion is worn as a badge of honor, and workplace

stress costs about $550$ million annual workdays?