Which strategic target outcomes are associated with workplace hostility?

The association of workplace hostility with racial or ethnic harassment and retention highlights the negative impacts that a hostile work environment can have on employee experiences, particularly among marginalized groups. In environments where hostility exists, organizations often face challenges in maintaining a diverse and inclusive workforce. This can lead to increased rates of turnover as individuals may choose to leave hostile or unwelcoming environments, ultimately affecting retention rates.

Workplace hostility often manifests in forms of discrimination and harassment, which can create an atmosphere of fear and non-inclusivity. When employees experience or witness such behavior, it not only affects their morale and motivation but can discourage them from remaining with the organization. Consequently, retention becomes a significant concern, especially for those from racial or ethnic backgrounds. Addressing such hostility is essential for fostering a supportive workplace culture, which is necessary for retaining a diverse and talented workforce.

The other options do not directly correlate with the effects of workplace hostility. Increased recruitment is generally influenced by the organization's reputation rather than hostility, while improved financial accountability and reduced training costs are more related to operational efficiency and financial management rather than employee experience and retention related to workplace culture.