Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
Theoretical framework about bullying
Theoretical framework about bullying
Theoretical framework about bullying
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Recommended: Theoretical framework about bullying
‘Bullying Allegations from the accused Bully’s perspective’ is an academic journal written by Moira Jenkins, Dieter Zapf, Helen Winefield and Aspa Sarris with the aim to provide an argument based on whether there is bullying within the workplace, and narrow the gap in research what would normally be from the points of views of the target and witnesses. Based on their professions, it is clear that the authors are experts in psychology and workplace psychology, and therefore the article tries to explain and conclude if, why and how bullying happens in the workplace, rather than just proving that it happens.
The main purpose for the article is to gain an understanding of Bullying in the work place from the perceived perpetrator. Although it is
…show more content…
This is an important question to keep in mind due to the grey area between what is perceived as bullying and what isn’t. This is because the ‘target’ may feel over-whelmed by the demands of their job, or feel that their job does not fit the job description that was offered, but will not however be suspect of true bullying credentials, such as harassment or offensive interaction.
The research method used by the authors is known as phenomenological epistemology. Phenomenological epistemology is known as practical knowledge. This makes use of lived experience and uses it as a resource of knowledge (Prim C and Jose C, 2006, online).
Put into context, phenomenological epistemology can be used to understand the everyday experiences of participants in order to gain a better knowledge of workplace bullying from the perpetrators perspective. The types of methods under the title phenomenological epistemology used in the research were face to face interviews and telephone interviews. There were 24 people that responded, and of these, 19 people were interviewed by telephone, and the other five through face to face
…show more content…
. . Qualitative approaches are particularly useful when the topic under investigation is complex, dilemmatic, novel or under researched and when there is a concern with understanding processes, not measuring outcomes (Smith and Dunworth, 2003, pp. 603–604)’’.
This quotation in the article gives a broad summary of the strengths of qualitative research.
Bullying, as explained previously, is a subject which has several interpretations, therefore the beneficial use of qualitative research is that it offers clarity when the subject is complex (mis-interpretations of the meaning of bullying), when understanding the processes (the actions of the alleged perpetrators and target) and also when the subject is under researched (a gap in the literacy from the view of the perpetrator).
However, although qualitative research can be useful to gain insights to build up conclusions over time, it can be difficult to obtain reliable data because of biased attitudes and opinions towards a certain subject. For example, one interviewee could have had greater negative attitudes towards their work rather than actual negative experiences (such as being bullied in their workplace), and therefore give unreliable responses which may alter the findings in the conclusions of the research. Furthermore, the size of the research may not search into the true depths of the matter of workplace bullying. This is because as only 24 people were interviewed; this may not give a wide enough range of experiences
Workplace bullying is a pattern of behaviour intended to intimidate, offend, degrade or humiliate a particular person. It can include physical abuse or the threat of abuse, bullying usually causes psychological rather than physical harm. The respondents are being bullied by their employers but these helped them to strive harder to achieve their goals. Although job challenges can be hard to deal with, overcoming those issues can help an employee become stronger and more confident.
The documentary film Bully (2011) – directed by Lee Hirsh – takes the viewer into the lives of five families that live in various, predominantly remote, towns across the United States. All families presented have been affected by bullying, either because their child was at the time being bullied by peers at school or the child committed suicide due to continuous bullying. The film also profiles an assistant principle, Kim Lockwood, whose indiscreetness makes the viewer...
The author of the chosen article is Kathryn Hawkins. The article is titled "The Office Bully". The author uses the article to write about bullying in the working places. Evidently, bullying has gone beyond the walls of school and has now extended to offices. Bullying is known to result into emotional and even physical effects on the victim.
Workplace bullying is defined as any as any type of repetitive abuse in which the victim of the bullying behaviour suffers verbal abuse, threats, humiliating or intimidating behaviours, or behaviours that interfere with his or her job performance and are meant to place at risk the health and safety of the victim (Murray, 2009). Bullying can take many forms, some blatant, others more subtle. Researchers ha...
Downplaying bullying, saying things like “He was just joking around”, and “Don’t take things so seriously” can have serious repercussions. Some people are more fragile than others and react to this type of treatment with anger or violence. On the other hand, there are managers who rule with an iron hand and sometimes this pressure can cause an employee to crack.
The phenomenon of workplace bullying refers to a gradually evolving process, whereby an individual ends up in an inferior position and becomes the target of systematic negative social acts by one or more perpetrators (Brodsky, 1976). Workplace bullying consists of repeated and prolonged exposure to predominantly psychological mistreatment, directed at a target who is typically teased, badgered and insulted, and who perceives himself or herself as not having the opportunity to retaliate in kind (Einarsen, Hoel, Zapf, & Copper 2003). After investigating three research studies related to workplace bullying, it is quite evident that bullying can have serious consequences on employees; therefore, it is important for employees and employers to know how to recognize it within their working environment. According to the Australian Council of Trade Unions (2013), “bullying presents a threat to the mental, emotional and physical wellbeing of a worker and is dealt with under t...
Findings of this study did not show significant secondary outcome measures of bullying versus quality of life. Although quality of life was measured with a participant ever being...
Although there are other definitions pertaining to workplace bullying, Weidmer captures the aspects relating to the behaviors of the bully and the impacts on the victim. Workplace bullying is considered to be any unwanted and harmful behaviors towards employees that an employee demonstrates on a regular basis. These actions may cause tension between employees and make it hard for the victim to work along side the bully or other employees. Bullying can cause an individual to break down and pose opportunity f...
The purpose of this study is to determine the relationship between workplace bullying behavior and its effect on job satisfaction and performance. Definitions and literatures relevant to the study of workplace bullying and its effect on employee’s job satisfaction and performance are described in this chapter. Theoretical Framework There are number of studies that links bullying as a persistent and bring pervasive effect in the working environment. One particular theory that communes to the subject of workplace bullying is the Conflict Theory, which is propounded by Karl Marx. This theory suggests that harmony is maintained by domination and power, rather than harmony and obedience.
What is bullying? Bullying is a person who uses force or mean tactics to show they are superior to another. Bullying happens mostly in high school and middle school where teens try to figure out who they are. When they figure it out or they think that they have, they join those groups, such as the popular group, the smart group, the athletic group, etc. However, there can be a group that thinks they are superior. A bully can have many different reasons why they bully; such as they think they have the right to look down on their inferiors, out of boredom, justice towards other bullies, or for attention. Teen bullying seems to follow the symbolic interaction theory. To show evidence towards my theory I opted for interviews. I interviewed three people and they gave me permission to use their full names and ages. The question I would like to focus on is the
Workplace bullying is the tendency of groups or individuals to use aggressive actions or unreasonable behavior against a subordinate or a co-worker. Most of the workplace bullies use the institutional traditions and norms to back up their acts thus making the act difficult to manage. Workplace bullying has several other terms that depict the same act depending on the institutions like harassment, workplace aggression, and mobbing or workplace abuse. Much research has been done to define workplace bullying with some viewing bullying from a legal perspective while others view it from a harassment perspective. Namie (2009) defines bullying as a persistent and inappropriate treatment expressed towards a group of people or individuals occurring
Qualitative research is one in which the researcher searchers for qualities in which cannot be reduced to values displayed numerically, with the aims of examining a multiplicity of nuances and complexities of a particular phenomenon under study (Leedy & Ormrod, 2013). Within this approach of qualitative research methodology, there are several observational methods of which can serve as both meaningful and beneficial towards any research study.
The purpose of this workshop is to provide an in depth history on the topic of workplace bullying. The type of professionals in attendance would include anyone who would want to receive in depth information on the history of workplace bullying.
Bullying has become a very relevant problem within the workplace. Bullying is defined as instances where an employee is repeatedly exposed to negative acts from coworkers, supervisors and/or subordinates over a period of time (Incivility, social undermining, bullying, 2010). A few examples of negative acts related to bulling are constant abuse, ridicule, social exclusion, and stating offensive remarks/teasing. Bullying within the workplace may be portrayed in many different ways, for instance, it can be a manager being the perpetrator or another coworker. A few examples of how a manager can act as a bully are by purposely giving one employee more work than another due to disliking the individual, giving unrealistic deadlines or tasks, denying
Bullying is an issue that most people usually identify with the school playground at their early age. In recent past few years people involved with schools are starting to see that bullying isn’t necessarily actually part of a child’s developmental experience. This effort to deal with bullying at school has in turn opened people’s eyes to problems and issues relating to bullying at the workplace. Bullying in the workplace has been on the rise these days.