Bullying And Bullying Among Youth

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

The article provide five table illustrations. Table one is about the demographic characteristic of the targets of the workplace bullies. The table displays the characteristics of social workers ranging by age, gender, and demographic. Table two is about organizational settings and roles of targets. The table displayed supervisors, colleagues, subordinates, and clients were all identified as bullies. It showed that women were more than twice as likely (67%) to be identified as bullies as were men (33%). Table three is about the most troubling bullying behaviors. It showed that verbally and covertly hostile actions were the most troubling bullying behaviors in the workplace. In addition, being treated with disrespect and having work de-valued as the hardest aspects of being bullied at the workplace. Table four was the summary characteristics of bullies. The study showed the characteristic were either passive or assertive by the Coping Scale. The passive behavior had a ranging score of 24 and assertive was of 60. The median and mean scores were 42.5, and a multiple modal score. Table five was the classification of responses to coping scale as passive or assertive

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.

M., Hogh, A., & Persson, R. (2011). Frequency of bullying at work, physiological response, and mental health. Journal of psychosomatic research, 70(1), 19-27. doi:10.1016/j.jpsychores.2010.05.010

Bullying is not a new topic; bullying is an issue that impacts people worldwide. It is encounter in different places from schools, homes and workplaces but it is seen mostly at school. Haltigan & Vaillancourt ( 2014) defined bullying as “ an aggressive behavior that is intentional, is repetitive in nature, and involves imbalance of power between the aggressor and his or her target”. According to Nanset et al. (2001) approximately 1 of every 10 students are bullied in the United States. Bullying can take many different forms such as, (a) verbal: teasing, taunting, name calling, or telling a child he is unwanted (b) Physical involves hitting pushing, kicking, or restraining another child slapping or restraining another child (Turner et. al, 2014) (c) cyber bullying (d) bullying (e) sexual harassment. There are two forms of bullying that include direct aggression causing physical harm to someone, it is very common among boys and indirect

Bullying has engrained in American society since the country’s founding. Bred from a capitalistic economy and competitive social hierarchy, bullying has remained a relevant issue through the years. School age children are learning skills and lessons from their teachers as well as through peer interactions. Although schools are great tools that children benefit from, there are some bad experiences, such as bullying, that may negatively affect and remain with these children for the rest of their lives. Some

Hauge, L., Skogstad, A., & Einarsen, S. (2009). Individual and situational predictors of workplace bullying: Why do perpetrators engage in the bullying of others? Work & Stress, 23(4), 349-358

In such a diverse society that encompasses of wide variety of socioeconomic statuses, ages, genders, sexual orientations, races, ethnicities, and education levels, bullying is unfortunately becoming more and more common. According to the American Psychological Association, on the most basic operational level, “Bullying is a form of aggressive behavior in which someone intentionally and repeatedly causes another person injury or discomfort. Bullying can take the form of physical contact, words or more subtle actions” (Stop Office Bullying, p. 1). The root of bullying can usually be traced back to a power imbalance, often with the superior discriminating based

Unfortunately there is not only bullying in schools, there is bullying in the workplace as well. These are unacceptable behaviors that arise within a workplace situation. Bullying the workplace can take many forms and it’s not easy to always identify. The Fair Work Act 2009 made recent amendments that came into effect in January 2014 to define workplace bullying as occurring when an individual; group of individuals; repeatedly behaves unreasonably towards the worker, group of workers of which the worker is a member; and the behavior creates a risk to health and safety (Le Mire & Owens, 2014). This definition focuses on three main elements of bullying behavior, it is repeated, unreasonable, and creates a risk to health and safety. All three elements must be satisfied in order for bullying at the workplace to be found. Bullying behaviors could be things that are victimizing, humiliating, intimidating or threatening, but it is not limited to just those behaviors.

As stated above, the causes of workplace bullying are complex and multi-faceted. Research has shown that stress within the workplace and exposure to bullying is two causes of workplace bullying (Hauge, Skogstad, Anders, & Einarsen, 2009). There is a higher proportion of bullying in any size organization when there is a culture that does not promote social and human values (Baillien, Neyens, & Dewitte, 2011). Other common causes are emphasizing a competitive work environment by managers, also setting unreasonable demands, and goals and lack of authority from management, these factors can all lead to bullying within the workplace (Alsever, 2008). “There is good research available to suggest that strongly hierarchical or feudal organizations are more likely to have an inherent structure which invites, tolerates and supports bullying behaviors” (McCulloch, 2010). These are just a few examples of the many causes of workplace bullying.

The purpose of this research paper is to provide information to understand workplace bullying behaviors. The information provided will identify, and recognize what precisely is considered workplace

Workplace bullying is type of pervasive practice that an employee experiences from individuals who seeks out supremacy. Bullying can involve verbal, nonverbal, physical abuse and humiliation. This abuse can affect businesses with inefficient way of working that is both costly and preventable (Wiedmar, 2011, p. 35). There are many types of workplace bullying: threats to professional status, personal standing, isolation, overwork and destabilization (Baack, 2012). Some conflict can be face-to-face confrontations in which is the most visible and needs to be handle swiftly. Another form of conflict can involve different types of messaging or social network. I will discuss both the impact on the employee and organizations that’s involved with workplace bullying. I will then discuss a time that I was involved in a situation in which I was a victim of workplace bullying. There are steps that need to be taking when workplace bullying is occurring. At the end leadership and environment must create formula for stopping workplace bullying (Wiedmer, 2011, p. 35).

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

Workplace bullying is a costly concern for many organizations because of it is both obvious and hidden. It is defined by a repeated, health-harming mistreatment of one or more people (the targets) by one or more perpetrators that takes one or more of the following forms: verbal abuse; offensive conduct/behaviors (including nonverbal) which are threatening, humiliating, or intimidating; and work interference—sabotage—which prevents work from getting done. (Definition of Workplace Bullying, para. 1) The effect of bullying can be from jeopardizing one’s career to as much as creating a downward spiral in relationships between employee and

Given the negative consequences of workplace bullying on the mental health and well-being of employees and the performance of any organization, it is important to understand the reasons that trigger the development of this social phenomenon. “From a humanistic perspective, this predominantly psychological