Abusive Behavior Should Not Be Tolerated

A lot of companies today are committed towards building an environment that is conducive to all its employees to work in. They say that the success of a workplace violence and horseplay prevention program depends to a large extent on the executive committee set up to establish and oversee the programs. The group's duties are to formulate policies that define workplace violence, and to determine consequences and punishments. This is in their struggle to make sure that they maximize resources and that the company heads towards its set goals. Such an environment can only be achieved by get rid of all forms of violence and horseplay in the work place. This is because such vices only eat in to a lot of the employee’s time and create bad relationships

When someone tells you that they are being abused you should always follow your company’s policies and procedures, listen and not to judge or asking leading and closed questions. Let the person tell you in their own words what has or is happening. Give reassurance to the individual and take the accusation seriously it may have taken the persons to build up a lot of confidence to speak out. Record it on the appropriate paper in the appropriate way and you should always date and sign the paperwork, if there are any witnesses then get them to also sign and date. If possible take pictures for evidence.

Bullying and harassment within the workplace can be attributed to a myriad of factors. The work

Abuse can occur from a lack of training or feeling they are superior so they feel they can abuse them because they are vulnerable.

Workplace violence has existed throughout history. However, historical documentation of workplace violence is vague and sometimes non-existent. Documented workplace violence is believed to have existed during the Roman Empire, the Renaissance Era, and it continues today. It seems unfortunate, but as long as a “society” exists, workplace violence will more than likely exist. Therefore, employers must understand: the history of workplace violence, the effects it has on the organization, the reasons why it occurs, the warning signs, and ways to prevent it from occurring. Most importantly, it is the responsibility of the Manager, to not only understand workplace violence, but to ensure that all employees

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

Hatred in the work environment breeds various issues for workers. For example, representatives working in a negative situation will probably discover issues with confidence and low profitability. Also, a negative work environment can prompt high representative turnover rates. To build energy in the work environment, workers must to make a positive workplace and do what it takes to maintain and cultivate this culture. According to Yoder-wise (2011), “the definition of violence includes overt and covert behavior ranging from offensive threatening language to homicide” (Yoder Wise, 2011, p.498). Violence can be noted as the general term that represents lateral aggression,

Thesis • Horizontal violence among nurses reduces the quality of care patients receive and influences whether students remain in the nursing profession based on clinical experiences during placement. • The Canadian Nurses Association (2005) defines horizontal aggression “as aggressive behaviour that one registered nurse commits against another in the workplace.” • Tolerance of horizontal violence is connected with hierarchical nature of abuse and continues to be unreported and overlooked because in many incidents the perpetrator involved is a supervisor, nurse manager or charge nurse. “In order to succeed, [nurses] must accept that their role is defined by those with power and authority (pitts, 1985).

Abuse may be physical, psychological, sexual, financial, negligent, reckless behaviour which endangers self or others as well as self-harm. Abuse may be intentional or unintentional. It may be about doing something (an act of commission) or doing something (an act of omission). When a person abuses another person they violate their human and civil rights. Abuse may occur regularly and systematically or just once.

Bullying which is the intentional act to inflict harm, threaten or abuse of others, can range in many ways. Kathryn Hawkins on the article the Office Bully, outlines various issues of this concept. Kathryn states that sometimes people become overconfidence that they left bullies in their past lives maybe high school, but later found out the bullies have ultimately become their bosses. Secondly, bullying may occur when bullies wants to dominate and gain back their powers if they feel endangered. So they tend to overcome their fear by threatening others. Also Kathryn articulates that even the conditions of the workplace can cause bullies to abuse their targets and workplace bully can be difficult to deal with. Although Kathryn has suggested some solutions about these issues, the claim presented does not put up with the issues, rather an encouragement.

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.

Knowing how to handle these behaviors is beneficial since they are acts that are present regardless. Bullying in the workplace can lead to staff dissatisfaction, along with turnover, litigation, and can damage the reputation of the organization (Sullivan, 2013). Bullying does not just cause the threat to the individual but can cause harm to the patient and other staff that is in the presence of this behavior (Sullivan, 2013). Identifying an issue with problem staff early and intervene, to correct, if necessary is ideal to keep the team working efficiently.

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

Workplace violence is a serious and growing issue in society. Employers need to develop intervention strategies to decrease reduce violence in the workplace. Also, employers and employees need to be aware of the signs when people exhibit behaviors that can lead to workplace violence. As a society, the issue needs to be acknowledged of the reality and work together for creating a solution. Lastly, employers and employees must not live in fear of addressing concerns if they see the potential for workplace violence or report when they witness or experience workplace violence.

Student Answer: One major ethical issue we have dealt with in my workplace in harassing behavior from one employee and another. As a leader of the organization I would and did handle the situation by first and foremost having a zero tolerance policy in place that type of behavior. We were able to reference the policy to take action towards that employee which ultimately led to their termination. I do however think that preventative measures could have taken place to further prevent this unethical behavior and that would be to instill the values of the organization and its leaders to the community of staff who choose to be a part of the organization. Dr. Atkinson stated, “In order to prevent bullying and harassment at work, the antecedents and the culture of an organization need to be understood”, and her work won `the inaugural Denis D 'Auria prize, a prize inaugurated by Cardiff University in memory of the college’s senior lecturer in toxicology and occupational medicine, who passed away at