3 organizational factors that promote retaliatory behavior

On Behalf of | Dec 14, 2022 | employment law, retaliation | 0 comments

When you work for different companies in Texas, you may find that they all conduct business and treat their employees quite differently. How a business runs also has an impact on how likely discrimination and retaliation is to occur within it. Certain organizational factors make discrimination and retaliation more likely.

Per the U.S. Equal Employment Opportunity Commission, work-related retaliation has become more common in many business environments. Nowadays, almost half of all complaints filed with the organization involve allegations of retaliation. Certain elements or organizational practices within a business make retaliation more likely to occur. You may also face a higher chance of facing work-related retaliation if the following is true in your place of employment.

1. It has an authoritarian management culture

Retaliation is often more likely in work environments where there is a significant hierarchy in place. Businesses that place a heavy emphasis on rank tend to face more retaliation-related complaints.

2. It promotes competition

Retaliation claims are also more likely to result from work environments where supervisors or business owners encourage or promote competition among employees.

3.  It has a lack of clear administrative policies

A third factor that makes a business more likely to see retaliation claims is a lack of clear administrative policies and procedures. In particular, a business should have policies relating specifically to discrimination, harassment and retaliation so that workers have a solid understanding of what is and is not acceptable.

There are many different steps managers and supervisors might take to help reduce the chances of retaliation claims arising within their workforces.