Jeremy Frazer, an Investment Associate at Hudson Bank, has encountered a hostile work environment due to the abhorrent behavior of Vice President Chip Mazey (Yemen, Clawson & Bigelow, 2007). Mazey continuously bullies his subordinates, but is considered a rainmaker within the company (Yemen, Clawson & Bigelow). Mazey’s misdeeds include overworking associates, analysts and his secretary, taking credit for others’ work, and verbal abuse. Mazey regularly makes derogatory and demeaning comments to subordinates about everything from their work product to the way they dress to their accents (Yemen, Clawson & Bigelow). Because Mazey brings in a lot of money, the bank has somewhat turned a blind eye towards his behavior and most subordinates have learned to deal with him; chalking the situation up to the way banking works (Yemen, Clawson & Bigelow). However, some full-time associates have refused to work with him (Yemen, Clawson & Bigelow). With the exception of his work with Mazey, Frazer enjoys working with other managers, likes his job and feels that he fits in at Hudson (Yemen, Clawson & Bigelow, 2007). The Mazey situation has Frazer concerned and he isn’t sure what to do about it. Upon speaking with other employees, Frazer has learned that they are also concerned, but feel somewhat powerless to correct the problem. Employees are concerned that bringing attention to the problem could actually make it worse. (Yemen, Clawson & Bigelow, 2007) Criteria for Effective Solution Any solution reached must improve the environment of the employees, while at the same not hinder the company from making profits. It is likely that executives at the bank are not aware of the full extent of Mazey’s misdeeds; although they seem to have so... ... middle of paper ... ...c. and Fidelity Bank, PaSB. Code of Conduct. Retrieved from http://www.fidelitybankpa.com/AboutFidelity/FidelityBancorp/CodeofConduct.aspx Heinke, M. I. (2004). Design practice policies to encourage ethical behavior. DVM: The Newsmagazine Of Veterinary Medicine, 35(4), 32. Oladapo, V. and Banks, L. (2013) Management Bullies: The Effect on Employees. Journal of Business Studies Quarterly, 4(4), 107-120. Retrieved from Business Source Complete database. Society for Human Resource Management (nd). Harassment: Workplace Bullying Policy. SHRM Templates & Samples http://www.shrm.org/TemplatesTools/Samples/Policies/Pages/CMS_018350.aspx Wilkie, D. (June 17, 2013). Why Bullies Thrive at Work. Society for Human Resource Management. Retrieved from www.shrm.org Yemen, G., Clawson, J., & Bigelow, E.T. (2007). Tough Guy. University of Virginia, Darden Business Publishing.
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...
Businesses survive a lot of battles everyday. Maybe a bully won’t completely destroy a business, but it will hold them back. Just think about how you feel the next time you have someone poking fun at you, calling you names, or pulling pranks. It doesn’t feel good and may even make you angry. Then you take that feeling and go address customers, it is a trickle down effect and we need to rind a resolution to the problem. Now that I have your attention, let’s take a deeper look into workplace bullies and follow the key points compared with a current situation in my workplace.
...e company to lose efficient employees and gain unnecessary extra costs. Even though there has yet to be an official law that specifically references workplace bullying, developments in the law are gaining momentum and hopefully, this will lead to a federal law in the next decade or so. But until that happens, because of the serious effects of bullying on employers and employees, it would be wise for companies to take internal steps to address workplace bullying through zero tolerance policies, training, and counseling. Bullying is a health and safety issue and employers have a responsibility to ensure the health, safety and wellbeing of their workers. Most importantly, it must be noted that bullying can thrive only in a workplace environment that tolerates it. This is why the workplace should make it a priority to promote a safe, trusting, and healthy environment.
Fast, N., & Chen, S. (2009). When the boss feels inadequate: power, incompetence, and aggression. Psychological Science, 20(11), 1406-1413. doi:10.1111/j.1467-9280.2009.02452.x
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...
---. What Organizations and Individuals Have Done to Invite Workplace Violence. 6 Nov. 2000 .
Toxic work environments are often created and reinforced by hiring, promoting, and tolerating bullies-- defined by some behavioral scientists as psychological abusers that inflict sustained “hostile verbal and nonverbal behaviors” (Sutton 2004, 19) on their coworkers, thus increasing the level of toxicity within an institution, and often leading to more bullies. This vicious Ouroboros can hemorrhage an organization’s valuable personnel, hard-earned money, and long-term value; costs which are not always apparent to organizations and their managers.
In this paper I will identify and analyze the Wells Fargo scandal as it pertains to the breakdown of leadership and ethics. I will first identify and analyze the event and discuss the challenges and conflicts the scandal presented. Then I will evaluate the issue by explaining why the issue has interest and concern to stakeholders followed by discussing the challenges presented to individuals and/or organizations around this case. Lastly, I will recommend action steps that should be taken to those involved as well as discuss what I have learned from exploring this topic.
Understandably, one might be easily distracted by the differences of the terms, definitions, descriptions, and qualifications in the discourse on workplace bullying. Nevertheless, the following definition of workplace bullying, proposed by Carbo and Hughes (2010), provides an adequate concept for the purpose of discussion:
"What Effect does Bullying have on students and schools" Michigan Association of School Administrators. Web. 2013
Vessey, J., Demarco, R., & DiFazio, R. (2010). Bullying, harassment, and horizontal violence in the nursing workforce: The state of the science. Annual Review Of Nursing Research, 28, 133-157. doi:10.1891/0739-6686.28.133
When managers are able to communicate effectively to the employees it shows they care and it lets the employees go to them if there is ever a problem. Both leaders and employees need to be able to recognize the triggers that cause people to be bullied at the workplace (Smith, 2012). Leaders should be able to notice behavior that may cause problems in the workplace. The more leaders are involved with the employees the less bullying that will occur. Companies need to have workplace policies that prohibit this type of behavior and need to make sure employees understand the policies (Smith, 2012). Employees should also have an understanding of how to report the incident and how to take action (Smith, 2012). Enforcement is key when an incident occurs because employees will think twice before engaging in this type of
Have you ever been into an establishment and received horrible customer service? Do you believe that this is the employee’s fault, or is it the entire staff’s fault? Many believe that if a mistake has been made, then the fault is solely on that employee himself. When in reality, it is priorly the management’s fault and concern to correct a mistake and/or try to prevent one. On top of that, management is responsible for any misconduct behavior from clienteles or employees, because without any correction from management the entire establishment can be effected. In any organization, the employees reflect the internal processes of the company. Bad management leads to numerous problems in a business, such as poor customer service, reduced productivity, low morale, stress and tension in the team, as well
Davis, Stan, and Charisse Nixon. "What Students Say About Bullying." Educational Leadership 69.1 (2011): 18-23. EBSCO MegaFILE. Web. 21 Mar. 2014
(Benedict Carey, New York Times journalist, in the article "Fear in the Workplace: The Bullying Boss", published June 22, 2004.wikiquotes January 5th 2018)