Question 2

Peer pressure will develop the communication skill as it encourage the

employee to get along to each other . To get along with others , the
employee needs to know how to speak up for their self . But they also must
become skilled at resolving everyday disagreement in ways that make
everyone a winner .
If this peer pressure is understood from a positive perspective, it can
motivate employees to perform better by trying to work on their skills and
giving a better performance. Instead of succumbing to these pressures,
employees must try and learn the positive aspects of their colleagues and
see if they can improve themselves and match their skills. This positive
competitive scenario within an organization helps the organization as all
employees tend to perform better by giving more than their abilities.
When peer pressure takes on a negative form, there will always be a risk that
bullying behaviours will begin. Managers should quickly intervene if it
appears that an individual has become ostracised by the majority of the
group to determine whether peer pressure is involved, particularly if the
behaviours started after the outcast individual disagreed with a popular
opinion.
Professional pressure is when employees tend to be overwhelmed by the
quality or amount of work which is done by other fellow colleagues in the
office. Sometimes when certain employees perform better in office, it leaves
other co-workers with an inferiority complex. Since the performance of some
employees at office work is better as compared to others, the management
too starts developing an inclination and bias towards them.
Hence the other employees feel neglected and sometimes this employee
competition has

ill

effects

on

the

functioning

in team

work.

Also,

professionals, most of the time bad leaders, tend to take away the credit for

a particular task which has been successfully completed and blames others
when something fails. This peer pressure can often de motivate employees
and can cause a turbulent workplace.

Peer pressure can be considered as a form of employee performance

appraisal because peers are often the most relevant evaluators of their
colleagues performance. Peers have a unique perspective on a co-workers
job performance and employees are generally very receptive to the concept
of rating each other.
Peer influence through peer pressure is often more effective than the
traditional emphasis to please the boss. Employees report resentment when
they believe that their extra efforts are required to make the boss look
good as opposed to meeting the units goals.