Case Study: Passive-Aggressive Behavior in the Workplace IntroductionPassive-aggressive behavior can be described as an indirect expression of hostility and discontent within a given situation by an individual or a group of people. These feelings can be expressed through actions such as procrastination, resentment, intentional inefficiency, sarcasm, and other negative tendencies such as chronic lateness. Considering it from a professional perspective, passive-aggressive behavior generally leads to decreased efficiency in the workplace as productivity and teamwork are drastically affected by these negative attitudes, regardless of whether they come from management or members of subordinate staff. The workplace is fundamentally a place of cooperation, where each individual's efforts contribute in one way or another to organizational performance. In the case of employees, they must meet the organization's expectations of them by doing what they are expected to do, as efficiently as possible. Instead, managers are expected to manage the organization's activities together with the employees. In general, the functioning of an organization requires cooperation between all stakeholders. A passive-aggressive attitude in this case therefore jeopardizes not the cooperation of these interested parties but also the management's ability to effectively manage the organization. This article examines a hypothetical workplace situation where passive-aggressive behavior was evident, the actions involved in that situation, and how this behavior would affect the organization in question. The document will also discuss what other parties involved in the situation could do to address the situation effectively. Passive Aggressions...... half of the document ......k place, the consequences are often so widespread that early intervention is the only option if the organization is to be saved from destruction. In most cases, cases of aggressive mentality are not addressed in time, can strain relationships within the workforce and hinder performance. References Cavaiola, A. A., & Lavender, N. J. (2000). Toxic Coworkers: How to Deal with Dysfunctional People at Work, (1st edition). New York: New Harbinger Publications.De Angelis, PM (2009). Blindsided: Recognizing and Addressing Passive-Aggressive Leadership in the Workplace, (2nd edition). New York: Create a space-independent publishing platform. Maravelas, A. (2005). How to reduce conflict and stress in the workplace: How leaders and their employees can protect their sanity and productivity from tensions and turf wars. New York: Career Press Inc.