It’s good to be humble when you’re the boss – as long as that’s what your employees expect.

The traditional annual performance review has been a standard management practice since World War II. Over this time, it was seen as a necessary evil, viewed by some as the gold standard of accountability, and in some cases, it was the first step of the “rank and yank” — the practice of ranking employees and dismissing the lowest — something GE was known for in its Jack Welch days.

“Sexual harassment in the workplace is a significant occupational health psychology problem,” said, American Psychological Association President Antonio E. Puente. “Psychological research has offered understanding into the causes of workplace harassment, as well as some strategies for preventing or reducing it. However, there is limited research regarding the characteristics of harassers, which makes it difficult to predict who will do it and where and when it might happen. What we do know is that harassers tend to lack a social conscience and engage in manipulative, immature, irresponsible and exploitative behaviors.”

It can happen in the branch office or the boardroom. Volkswagen did it to pass emissions tests. Wells-Fargo did it to squeeze more profits from their customers. Some school districts have it done it to boost their standardized test scores. Workplace cheating is a real and troublesome phenomenon, and new research from the University of Georgia explains how it starts-and how employers can help prevent it.

A new study shows that people who perceive their employer as committed to environmental and community-based causes will, in turn, engage in green behavior and local volunteerism, with one caveat: their boss must display similarly ethical behavior.

Workplace incivility is taking over our organizations, professional relationships and everyday interactions. According to Dr. Jia Wang, associate professor of human resource development, understanding why incivility happens and how to address it starts with awareness.