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iv) Incivility : It can be defined as low-intensity deviant behavior 
with ambiguous intent to harm the target. This form of 
aggressive act is in violation of workplace norms for mutual 
respect and includes the following acts: 
Sending a rude e-mail. 
Excluding someone from a meeting, giving hostile looks 
or stares.
Addressing a co-worker inappropriately or 
unprofessionally. 
Research studies have revealed that expression of hostility 
and instances of obstructionism are much more frequent than 
instances of overt aggression. 
15.2.3 Causes of Workplace Aggression :
 
Some of the major causes of workplace violence are as follows:
Perceived Unfairness : Workplace violence occurs when 
individuals perceive unfairness (Neuman and Baron, 1997). When 
individuals feel that they have been treated unfairly either by 
organization or its members, they experience intense feelings of 
anger and resentment and often seek to settle their score by 
harming the people they hold as responsible for their problems. 
Structural changes : Workplace aggression has also been 
attributed to many structural changes that are taking place in our 
organizations. These structural changes include as follows:
Downsizing 
Layoffs 
Increased use of part-time employees, etc. 
The greater the number of such changes that have occurred, 
the greater the aggression occurring in such workplaces. Three 
additional points with respect to workplace violence, which are 
worth noting, are as follows:

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Media attention to dramatic instances of workplace violence 
may be somewhat misleading. 
Workplace violence is far less frequent and subtler in 
occurrence. 
Workplace aggression is influenced by many of the same 
factors that influence aggression in other contexts.