Workplace bullying is a widespread phenomenon affecting the victim, their family, friends, co-workers, colleagues, and bystanders, and has serious consequences on organisations, costing the Australian economy between $6-$36 billion dollars per year (Vickers, 2014). In addition, 25 to 30% of employees will be a victim of bullying at some point during their work lives, with 10% of employees being bullied at any given time (Vickers, 2014). Due to the prevalence and severe negative effects of bullying, it is highly important for HRM to ameliorate workplace bullying in the organisation through implementing policies and training, and changing corporate culture.
Workplace bullying is the repeated mistreatment of an employee or group of employees, which
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(2012) found that the workplace environment is a stronger contributor than the perpetrator’s personality to workplace bullying. HRM can therefore play a role as a cause of workplace bullying, since bullying is embedded in organisational design elements. This is supported by Leon-Perez et al. (2015), who suggests that workplace bullying results from inadequate working conditions. In particular, the presence of stress in the workplace is found to be the biggest contributor towards workplace bullying, and a significantly high correlation was found between bullying and time pressure, uncertainty, and organisational problems (Appelbaum et al., 2012). A workplace in which employees feel they are unable to do their job and/or meet work objectives due to lack of resources, ability, or time, and a noisy work environment or fierce competition between employees could lead to stress, frustration, anxiety, low morale, dissatisfaction with the working situation, and a politicized climate. A culture that values competition also promotes mobbing in the workplace, and a hierarchical culture in an organisation with a strong emphasis on control was also found to have a high correlation to bullying (Pilch & Turska,
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...
Workplace bullying is an issue at my current place of employment. It pertains specifically to my experiences and observations of a staff member who feels the need to demoralize and abuse her co-workers and patients. Her harsh mannerisms, including aggressiveness and manipulation had a negative impact on many staff
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.
It has various negative effects which are persistent in nature, and the individual victim realizes the behaviour as bullying (Wilson, 2016). Bullying is associated with physical and psychological problems among nurses leading to absenteeism, poor performance, low job satisfaction, and increased turnover (Ganz, et al., 2015). The issue of bullying among nurses further affects the entire health care team including patient outcomes and health care costs due to the declining level of nurses’ performance (Becher & Visovsky, 2012). Although bullying exists in the nursing work place, they are silent in nature, and goes undetected (Becher & Visovsky,2012). Hence, identifying and managing workplace bullying needs efforts of individual facing bullying and support of the
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.
This is a summary of a journal article titled “Workplace Bullies: Why they are successful and what can be done about it?” published in the Organizational Development Journal. The authors of the article are Mr. Karl Olive, and Dr. Joseph Cangemi, (Karl, and Joseph). Karl and Joseph examined the aspect of workplace bullying that has currently reached an all-time high. Randall (1997) defines workplace bullying as “aggressive behaviors that are intended to inflict psychological angst or even physical harm to others in the workplace.”(Randall, P. 1997). The question answered in this article is why do
In the 10 years Mazey had been employed with Hudson, he was observed throwing things which barely missed employees, yelling at subordinates “in a rage” and making “derogatory and demeaning remarks” possibly regarding ethnicity or origin, among other inappropriate behavior (Yemen & Clawson, 2007). Mazey can be considered as a workplace bully. Hocker and Wilmot (2011) define bullying as “repeated and persistent patterns of negative workplace behavior that is ongoing for six months or longer in duration” (p. 175). The excessive bullying behavior Mazey displayed created interpersonal tension that affected productivity. Hudson associates were hesitant, or refused to work with Mazey due to prior...
Workplace bullying is a reality within the organizations and may cause relationship conflicts. As a result of that, avoidance behavior of the victims is a common problem that impacts also in the productivity of the firm. In order to prevent the occurrence of bullying, it is mandatory for the human resources managers to cultivate a policy based in principles such as respect and politeness among the employees. Furthermore, it is suggested that other researches focus on the role of the organizational communication and extra activities, as gym, yoga, and others to help to combat the incidence of bullying in the workplace in a holistic way.
Workplace bullying is a widespread issue in which people need to be educated on in order to put an end to it. Its causes are complex and multi-faceted and yet preventable. Workplace bullying puts unnecessary strain on the employees It is the employer and organizations responsibility to provide a bully free environment for their employees. Employees should have the right to feel safe in their work environment and be free from workplace bullying. Employers need to be held accountable and have a plan in place to protect the employees from this type of violence. Unfortunately that is not always the case, in some instances the employer is the one doing the bullying. Workplace bullying carries many definitions in which will be discussed in greater detail further within this paper. To better understand and help prevent workplace bullying one must have a clear understanding of the causes as well as what can be done to both stop and prevent bullying. This paper is intended to provide a broad array of information in order to provoke more interest into this serious issue.
Bullying can be an issue in schools, or the workplace, and it is very unfortunate this continues to occur. Bullying that occurs in the workplace is known as lateral violence, or workplace violence and is defined as “nurses overtly or covertly directing their dissatisfaction inward towards each other, themselves and towards those who are less powerful and influential than themselves” (Koh, 2016 p. 214). Lateral violence is a universal issue not just in nursing, but in all professions, however it goes underreported (Koh, 2016). Whatever the reasoning, it is essential to understand and address it because lateral violence can negatively impact the patients, staff, and organization. I reviewed an article written by Wee Meng Steven Koh, which investigated
Inside the health care workplace, bullying is a very serious, complicated, and growing problem. Bullying can lead to intimidation, feeling of apprehension, nervousness, panic, and depression. Workplace bullying has become a major contributor to the increasing rate of work dissatisfaction, absences from work, lost productivity, and work related injuries in the health care institutions. This may be due to newly employed nurses, student nurses, low supervisor support, an increase in the workload, understaffing, or poor work-group relationships and lack of resources. Elimination of workplace bullying includes much needed education and developing of new policies. All nurses have the right to work in a healthy environment free of this type of abuse. This qualitative study is to identify the problem of bullying at Deer’s Head Hospital Center in Salisbury Maryland and find resolutions to prevent this type of behavior.
This is important to achieve because workplace bullying does not only affect the individuals being bullied and the bullies, but it also affects the health care organization as a whole including the patients under the care of nurses (Lee, Bernstein, Lee, & Nokes, 2014). The bullying problem among nurses greatly affects the nurses being bullied; it hinders the growth and development of the bullied nurses, especially new graduate nurses (Flateau-Lux & Gravel, 2013; Lee et al., 2014; Trépanier et al., 2016; Wilson, 2016). This can lead to these nurses quitting their job, which leads to decreased staff retention, and it may also even cause them to leave the nursing profession entirely. Other than the effects of bullying on the bullied nurses, patient outcome and safety are also affected and compromised. Workplace bullying affects patient outcome and safety because nurses experiencing bullying are more likely to be distracted, lose concentration, and feel detached to their work, which can lead to increased clinical errors, putting patients at greater risks. Therefore, the consequences of bullying in the workplace pose significant effects to the health care organization as a whole and to everyone
In order to improve this, or heighten awareness of how significant this issue is, both internal and external chances need to occur. According to Rocker (2008), education is the first step in teaching nurses how to decrease the amount of bullying that takes place. Along with this, mandatory programs at the workplace should be implemented for health professionals to attend. These programs should outline the different forms of bullying, how it should be handled, and what should be done when someone is faced with a bully. Legal obligations, prevention policies, bullying assessments, preventative measures, and reporting/investigation, should also be discussed during these programs. Along with this, employee hospital policies should also strive to respect and value differences among nurses and to prevent acts of discrimination, unfair treatment, and other demeaning behaviours (Rocker, 2008). Employees who are guilty of workplace bullying should be suspended, but then again, this would maybe cause a heightened shortage of nurses, or perhaps, it would improve nurse- nurse bullying all
Bullying has always been a problem within the past century and has become an epidemic. However, because of social media people are becoming more aware of the issues associated with bullying and how it has become a trend in today’s society. You turn on the news and you are hearing about kids being bullied and the end result is suicide. Bullying is occurring worldwide. Not only is it happening in our schools and social networks, but also in the work place. The various types of bullying that exist and the attempt to entirely eliminate them is not achievable because of individual and environmental factors.
What is workplace bullying? According to the Workplace Bullying Institute “ 35 per cent of the U.S workforce repor...