Abusive Supervision Essay

(2012). Dimensions of support among abused women in the workplace. American Journal of Community Psychology, 49 (1), 31-42. In this journal, the authors emphasized social support theory to clarify different types of supports from the supervisors. They are either wanted or not wanted and received, and the production results for those abused women in the workplace. They also tried to find out how the supervisors responsibilities impacted the job performance or their duties in general. Gathering those information would clarify if a fair labor practice has been applied for everyone in the workplace including women. The article enumerated some samples of different categories of violence among the community to document the issues. It further identified that a high level of supervisor support match was involved with “greater job satisfaction, fewer job reprimands, and less job termination” beside the general support. Yragui, et al (2012). We can realize that the workplace system has been proven concerns that theory of social support and practical implications have led to intimate partner violence in the workplace. Today women workers need to develop their abilities to react accordingly for a better standard

* Emotional/psychological abuse: threats of harm/abandonment, over controlling, harassment, intimidation & withdrawal from support networks/services

Consequently, this often creates an impression with the leader’s supervisors that he/she is the ‘irreplaceable element,’ or the ‘go to guy’ and can be justifiably depended upon to handle this area, thus creating an agency sponsored sense of expertise. Furthermore, this confirms to the toxic leader that the path they have chosen, and the method they have employed is the best choice; thus, actions taken in self-interest are now perceived by the toxic leader as serving the interest of the agency.

Emotional / psychological abuse is when a person uses threats, bullying, trying to control a person’s mind, makes them feel powerless, as well as making them believe it is their own fault. This type of abuse results in mental and physical distress and includes

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

* Emotional abuse. Threats of harm, controlling, intimidation verbal abuse, isolation or withdrawal from services or supportive networks.

The lateral violence comes in many forms and in many ways, such as abuse in the workplace that occur between colleagues, it can be verbal or nonverbal aggression, intimidation, bullying, harassment, discrimination, stereotyping, gossiping, criticism, and other related mistreatment behavior at work. Institutional lateral violence also happens between manager and subordinate where they can use their higher position to perpetrate assault to their subordinate such as acts of lasciviousness, shouting, anger outburst, forced overtime request, giving work beyond the job description, work overload, over blaming or insulting a staff and more. All these happen occasionally because of the lack of respect in the workplace and it comes without notice, especially in healthcare practices where the nature of work is tough and decision making must be made immediately.

Emotional/psychological abuse may involve threats or actions to cause mental or physical harm; humiliation; voilation

Physical abuse can have many effects on adults. Physical abuse is where force or contact is put upon a person where it is not wanted. For example, a vulnerable person could be being threatened and they could be in a position where the person who is

Negligent supervision, “questions whether a manager acted reasonably in guiding and overseeing an employee’s actions. The degree and type of supervision considered reasonable is always related to the particular circumstances” (Sharp, Moorman, Clasuseen, 2014). The athletic director has heard the abuse and has seen Beam push and slap players on several occasions during practice. By not disciplining Beam, the athletic director was negligent and the probability of the player winning in court is extremely high. In addition to negligent supervision, the athletic director could potentially face negligent retention. Negligent retention is “whether a manager acted reasonably in retaining an employee’s services. The issue arises when a manger receives negative feedback about an employee or has direct knowledge of an employee’s misdeeds yet does nothing to discipline or discharge that employee” (Sharp, Moorman, Clasuseen,

Supervision can protect the individual by the fact that it is recorded so anyone involved cant back tract on what has been said. Its an opportunity to discuss and issues and how they can be resolved in accordance to procedures, working practice, example poor moving and handling is not protecting the individual. covering this in supervisions to ensure training is up to date and they are confidant would be to protect the individual.

Emotional and psychological abuse involves: harmful threats, such as saying to a service user “If you do not come and get dressed now, I am going to punch you!”

Policy that prevents child death caused by a neglectful caretaker is woefully overlooked. Child Abuse Prevention and Treatment Act (CAPTA) is unable to help prevent these deaths because states differ on what is considered neglect and because there is no uniformed way of reporting neglect at the hands of an individual caretaker.1 One recommendation would require individual caretakers to sign a registry, particularly if they have criminal history. A second recommendation would require house inspections for caretakers with outstanding arrest warrants. A third recommendation would require caretakers to undergo a psychological evaluation to determine if they are mentally fit to take care of the child.

Physical abuse a physical force or violence which results in bodily injury, pain or impairment. It

Supervision to be exercised without giving the subordinate a sense that they are being supervised.