Peer Pressure at Workplace

Published: 30th July 2009
Views: N/A

Peer Pressure at Workplace



A group can be an influential circle and it is generally found that people belonging to a same group act alike; alike in terms of their way of thinking, their behaviour, and their preferences. All the employees working in an organization can be considered as part of a group. What one person does or portray may motivate the others to do the same, whether that thing is negative or positive doesn't matter. It is a race to stay at par with our co-employees.



In a working environment if one employee outperforms, others feel the pressure to do the same. If a co-employee breaks the company rules and still remains untouched, his group members may also follow the same path. If one person encourages office gossip, even others might want to supersede him. Hence peer pressure exists even in the workplace. It can be said 'who you spend time with is who you become.' To chose your group wisely is conspicuous. Even if you belong to a group, the values that you possess should be yours.



The company as a whole can motivate its employees to work harmoniously and positively. One negative aspect of peer pressure is that the group becomes very demanding. Anybody who fails to support the group ideologies is sidelined. This differentiation initiates the feeling of jealousy and enmity.



When working in a group, it is vital that you think for the company than about yourself and your group. This congenial thinking will help avoid groupism. It cannot be denied that peer pressure generates a sense of competitiveness which can be beneficial for the organization.



What is important is not to fall prey to acts of disobedience or be upset if you cannot achieve what others can. You can and should do what you are capable of. Discuss with your seniors to resolve issues and eliminate pressure at work.



-Arti Bakshi

"Human Resource- A Magazine For The Discerning Professional

www.humanresource.net.in





Report this article Ask About This Article


Loading...
More to Explore