One of the primary ways that the organizations involve themselves in reducing incivility is bringing in real structural that helps people to experience lesser stressful situations. Coping ability of the employees are tested with high demands in the work environment. The employees need to have a coping mechanism to address this issue. Better clarity in the job definition and responsibility is definitely necessary. Also, in some cases, a continuing ambiguity causes the employees to face several challenges (Johns, 2006). These cannot be handled easily. This needs to change in the companies. They need to have a system where the people are made to handle the demands through a variety of reasons. This can address the physiological, psychological and the innate social stress in the work place environment. The clarity of the workplace requirements is also needed to prevent ambiguities in the future. Companies also have to ensure that some form of procedural justice is present in the workplace system. This would ensure that the employees can handle the variety of stresses and develop appropriate coping mechanism for the various stressful situations (Griffin & Moorhead, 2001). Each job has its own special stresses that it needs to handle and hence the solutions for stress control also have to be based on context and cannot be generic as such. Needs for more research and observation to deduce the special problems that are encountered by the people daily to develop a coping mechanism will hence become a necessity. Hence, the structural demands are found to exacerbate incivility and a need to address this system to prevent the stresses encountered by the people (Hebb, 2005). Once the structural demands of the company have been met, the company needs to address the issues of interpersonal management in the company. For the interpersonal relationship in the company, the most important factor is the team building factor (Johns, 2006).