Research suggests that there can be many motives for offensive behaviour and that it often manifests during an interaction. For example, circumstances in an individual’s work and organisational and managerial relationships are believed to contribute to the motivation for offensive behaviour. The same applies to the interaction between employees and between employees and managers.
- The inappropriate organisation of work, e.g. too high, unclear or conflicting demands
- Inadequate information and communication
- Unfair discrimination
- Lack of constructive problem-solving/conflict management
- Changes involving inadequate information, openness, influence and/or respect for the individual employee and their skills
- Unclear values and behavioural norms in the workplace
Those involved often experience the motivation differently – it is important to consult all parties.
Sexual harassment can be understood to some extent within the same context of the general explanations of the motivation for offensive behaviour – only the behaviour is of a sexual nature. However, patterns of gender roles, as well as norms and practices surrounding sexual communication, also play a role in why sexual harassment can arise and develop.
The Danish Working Environment Authority’s guideline on offensive behaviour (external page – in Danish only)