Workplace Bullying Paper

The approach I took to when researching this paper was to first find out as much about workplace bullying as I could. I wanted to find the statistics behind how, why, what, and who. How affected employees, the company, and how it was perceived among work cultures. Why employee’s felt the urge to bully others and why bullied employees often didn’t stand up for themselves. What was the characteristic of bully’s? Who was taking action against bullies, who the bullies were and who could prevent it from happening. After finding out the basis of workplace bullying, I researched the best techniques to prevent it from happening and ways to stop current workplace bullying. The best tools and techniques used to stop work place bullying and organizational

This subject has been increasingly popular and it rarely dealt with in company’s because it can be hard to identify and easy to ignore.

Workplace Bullying Defined

Workplace bullying can be defined in many different ways but Julie Williamson defines it as “unwelcomed or unreasonable behavior that demeans, intimidates or humiliates others, either as individuals or a group." (Williamson, 2016) Working in an environment that allows workplaces bullying to happen can have a negative affect on the company and the individual. Workplace bullying often gets over looked because it technically isn’t against the law and hasn’t reached the harassment level. Managers should be aware of the way to prevent and stop workplace bullying.

Workplace Bullies Workplace bullying is a lot more common than most people think, the odds are most workers have experienced or witnessed bullying in the workplace. Karl Olive defines four types of bully leadership styles delusional leaders, paranoid leaders, sociopathic leaders, and narcissist leaders. (Olive, 2015) “Delusional leaders lack the skills to lead effectively and initiate change but have convinced themselves they indeed are great leaders.” (Olive, 2015) When people question the capability of

If top management is aware of the issue they need to address it and try to eradicate it quickly, they need to talk to the employee who is bullying and if the employee is willing they can come up with a change plan. They need to try to understand why the bully is taking action the way they are like a heavy workload causing stress or personal issues that could be help with consoling. Management should try to focus on promoting an ethical work culture that values how workers treat each other. Implement a bullying and violence prevention program. When bullying is part of the organizational work culture management needs to implement a change plan to ensure that their employees are comfortable and have a high job satisfaction rate. If management treats their subordinates with respect then employees will more than likely follow suit. Management should urge their employee’s to step forward if they experience bullying or even if they witness because often times people who are being bullied are too afraid to speak up themselves. If management is the bully employee’s should talk to the HR representative and inform them of the behavior that is happening. “Policy development and execution, training and performance evaluation are key responsibilities of HR. As these and other policies and processes shape the workplace environment and behavioral expectations, they can also help