Abusive Behavior At The Workplace

Bullying in the workplace has always been an issue that has not been given much importance. It is indeed a problem that should be addressed by the concerned personnel because it can result in many health and safety issues, especially when nurses are bullied at their workplace. From the beginning of times, people who are deployed at a senior post to tend to look down upon the students or new people who have just started work. Nursing is also one of the professions in which the fresh graduates or students are bullied to the extent that they feel that they would not be able to face their seniors. They start developing inferiority complex and are unable to perform their job well. When they are taunted by their seniors and preceptors about their lack of knowledge and experience, their confidence is shattered. This implies that when they are handling a case, they are not confident if they are doing the right thing or not. In this tussle, they sometimes do not even perform the task they were really good at and put the health and safety of the patient at stake.

This means that any bullying or harassment by managers needs to be avoided and detected early. Managers should know and should be trained not to bully or encourage bullying or harassment in the workplace. Furthermore, managers should be on the lookout for this behavior at all times. When a worker feels as if he or she is being bullied or harassed, especially by a manager or supervisor, their work, motivation, and productivity will be reduced. Employees may still show up to work each day, but they won't feel as motivated or empowered to do such a good job as

The main hypothesis being that abusive supervision creates situations of family undermining. This hypothesis would be supported by the abused subordinates' family members reporting family undermining, stemming from work place experience and abuse, was directed toward them in the home. The research submitted additional hypothesis in direct connection with the variable surrounding the main research hypothesis. The additional hypothesis cover the areas of Psychological Contract Violation, Abusive Supervision, Hostile Attribution Bias, and Family Undermining. There were two hypothesis tested for Family Undermine. “Hypothesis 3 Subordinates' perceptions of abusive supervision will be positively related to their family members' perceptions of undermining in the home. Hypothesis 4 Subordinates' perceptions of abusive supervision will mediate the relationship between supervisors' perceptions of psychological contract violation and family members' perceptions of undermining.

For instance Carole was bullied with her new boss while she has enjoyed her job nearly a decade (Hawkins K 2010). Not only Carole being bullied, bullies are not necessary men but also women who actually target other women. There are various solutions suggested on how to deal with these bullies. First, the article advices the need of remaining emotionless whenever a boss shouts/yell to pass his/her orders across. Second, it is said, you should most definitely report it but beforehand make sure to write every incident that has occurred. Thirdly, take the cause of the problem to its source by either talking directly to the one who has threatened and seek unbiased witness if necessary. However, withdraw your contract with the company if you can’t put up with the issue/bullying. Generally Kathryn gives suggestions but full discretion is left to the victim to

For the last fifteen years, I worked in the medical field as a doctor’s assistant. I received a call from one of my former co-workers at another clinic in Needham MA. My coworker and I both endured a lot of petty abuse from the practitioners and patients while working at our previous job. Jennifer (my co-worker) and I worked well together, and we had a mutual respect and rapport; we agreed on all common issues in regard to how a medical practice should function. Jennifer recently started a new job as an office manager for an urgent care clinic, and she asked me to join her at the clinic so we could organize and clean-up the practice that were being managed previously by the doctor himself. Jennifer, as a new office manager at this clinic,

Sexual harassment is discrimination that involves any uninvited comments, exploits, or behavior regarding sex, gender, or sexual orientation. If any type of violation is made by a co-worker, a boss, a work acquaintance, or even a non-employee such as a client, vendor, or contractor, this will be considered unlawful sexual harassment within the work environment. Sexual harassment can create a hostile and uneasy work environment. Sexual harassment includes inappropriate verbal advances, unwelcomed physical behavior that creates an aggressive, hostile, intimidating or malicious work environment for employees. Sexual harassment includes sending suggestive e-mails, notes, and

Workplace bullying can take on many forms. Lateral violence among nurses is a common example of workplace mistreatment, which affects individual nurses, patient’s care, and the ethical climate of an organization. In 2008, The Joint Commission released a sentinel alert addressing lateral violence, stating, “Intimidating and disruptive behaviors can foster medical errors, contribute to poor patient satisfaction and to preventable adverse outcomes, increase the cost of care, and cause qualified clinicians, administrators and managers to seek new positions in more professional environments” (Joint Commission, 2008). In this brief, ethical issues related to lateral violence are described with two approaches to solving this issue examined.

Most of us have experienced some form of bad behavior that was directed at us. We can all relate to young children being bullied in school and on playgrounds as it brings back memories of our own experiences with unsavory characters. Unfortunately, experiences of incivility cannot be relegated to childhood, because as employees many are faced with a work environment that impedes success and job satisfaction, due to inappropriate and uncivil behavior by peers and supervisors.

OSHA Fact Sheet (2012) states “ workplace violence is a violence or the threat of violence against workers” (p.1). Workplace violence causes serious harm to employees or homicide that can lead to deaths. Act in any kind of shapes and forms such as: physical threat, threatening behavior, intention of assault and battery, verbal abuse, beating, stabbing, rape, shooting, being followed, psychological trauma, suicide, treat or obscene phone call/text, intimidation. Workplace violence can happen to anyone, anywhere at or outside the workplace location either during from/to work or from/to client’s traveling temporary or permanent where any work-related duty performances. It is not limited to just employees, but also customers, clients, and invitees. Workplace violence is one of the most concerns for not just employers, but worldwide workers.

In 2016, there was research survey in Phoenix, AZ on employees. 75% reported some kind of abuse in the workplace, weather being targeted or as a witness. Thomas Ingersoll’s quote explains that if you give a man power, it will show their true character. I agree with his statement. When some people are given authority, they choose to abuse it, while others choose to put it to the use of helping others or spreading a positive message. One prime example is Martin Luther King Jr. Dr. King used his broad platform to shed light on helping the entire African American community. He had around 2 million supporters and instead of telling them to use violence to spread their message, he led them in the ways of peaceful protesting. On the other hand, there

Many of us girls are belittled and reprimanded for confronting verbal abuse experiences, specifically those involving gender, appearance, and race. It has become the norm to accept these words as commonplace; we have learned to swallow them and ignore the stabbing and churning coming from our stomachs. Over time, these "minor insults" have hindered our ability to visualize our physical and mental differences as something to be flaunted and used to improve our mystique.

Abusive supervisors intimidate and marginalize their subordinates, who in response, prioritize safety over productivity (Ashforth, 1994; Kellerman, 2004; Reed, 2004). In their attempts to maintain control, they create groups and scapegoats to take the blame for all problems (Ashforth, 1994; Kellerman, 2004; Lipman-Blumen, 2005). In addition, supervisors can be arrogant and autocratic, exhibiting varying degrees of emotional instability that undermine a positive organizational culture (Ashforth, 1994; Kellerman, 2004; Reed,

Since Jan. 1, 2015, California businesses have been mandated to train managers on how to identify “abusive conduct,” or workplace bullying behaviors, as part of their instruction on preventing sexual harassment. But the law, an amendment to the Fair Employment and Housing Act, was scant on details. Now, however, a set of regulations that take effect April 1 will provide HR professionals with needed guidance by spelling out in greater detail what the training should entail.

Heeman, V. (2007). Workplace Bullying: A Distinct, Interpersonal, and Communicative Phenomenon. Paper presented at the meeting of the National Communication Association.

As seen in the case study, a court decision may be one way for any company to legally define what constitutes sexual harassment in the workplace, but there are many ways to define sexual harassment. Everyone has different views and tolerance levels towards sexual harassment. When a case of sexual harassment occurs in a workplace, however, it comes down to how the courts define sexual harassment. The Supreme Court defines sexual harassment to be unlawful in two ways. “The first type involves sexual harassment that results in a tangible employment action;” this is referred to as quid pro quo. For example, if an employee complies with the harasser’s request, then she will get a raise. This unlawful act is usually presented in the workplace by a person who has an upper hand, such as a manager, to ensure that s/he will get what s/he wants. Employees are often victimized by fear that they will not get promoted or that they will get fired. They also dread that if a complaint is filed, it will not be handled correctly. “This instance of sexual harassment always involves another violation of employee rights; [sic] wrongful termination.” This would occur, for instance, when “a supervisor . . . tells a subordinate that . . . she must be sexually cooperative with [him] or . . . she will be fired, and who then indeed does fire the subordinate for not submitting” (“U.S. Supreme Court Defines”). [schwinlaw.com]