Bullying In The Workplace

Bullying is found in the workplace as well. Types of workplace bullying can include: threat to professional status, threat to personal standing, isolation, overwork, and destabilisation. Questionnaires were sent to 1,580 National Health Service community trust employees and 1,100 completed surveys were recorded. Out of these, 294 employees (27%) reported being destabilised and 255 (23%) reported being isolated in the workplace (Quine 230). Destabilisation in the workplace often entails giving an employee meaningless tasks or not giving them the credit for what they have done. Withholding training or special opportunities away from an employee are types of isolationism. While being destabilised and isolated are both passive acts, they are forms of bullying. Even though bullying is considered a childish act, it occurs in adulthood, and that is

Bullying can produce and maintain a poisonous work environment. Nurses who bully can wear down the job satisfaction of their co workers which can result in a loss of productivity and increased absences in the workplace (Stokowski, 2010). Victims of bullying often have a feeling of impending doom and dread when they think about their upcoming work days. Each time the bullying reoccurs, the victims usually

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

WORKPLACE BULLY Bullying is repeated irrational behaviour that could reasonably be known to be humiliating, intimidating, terrifying or belittling to a person, or group of persons, which creates a risk to health and safety. Repeated refers to the ongoing nature of the behaviour and can refer to a range of different types of behaviour over time, It does not refer to the specific type of behaviour, which may vary. Bullying may comprise a blend of behaviours. Bullying and harassment at work may be defined as repeated behavior, actions and practices directed at one or more workers, which may be carried out intentionally or unconsciously, but which are unwanted targets causing humiliation, offence, and anguish, and which may interfere with job performance and causing an unpleasant working environment.

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.

Cleary, M., Hunt, G. E., Walter, G., & Robertson, M. (2009). Dealing with bullying in the workplace. Journal of psychosocial nursing and mental health services, 47(12), 34-41. doi:10.3928/02793695-20091103-03

Workplace bullying is a big issue. It will create a lot of negative impact to the staffs and customers. The examples of workplace bullying can be sexual harassment, degrading someone, conducting the unethical behaviors and applying unprofessional conducts to the staffs and customers. The consequences caused by the workplace bullying can be as the following:

This paper compares three studies on workplace bullying. The studies were conducted because workplace bullying is an epidemic that needs to be addressed and it needs to be understood to help future organizations prevent workplace bullying.

The scope and depth of the concept is vast. In addition to workplace bullying, there is school bullying, physical bullying, cyberbullying, sexual bullying, verbal bullying, and family bullying. The concept of bullying can be seen in many situations, but the use of workplace bullying is very specific to a place of employment. Furthermore, workplace bullying in nursing is seen in hospitals, clinics, nursing homes, and other medical facilities where nursing staff may be employed. On a broader level, workplace bullying impacts healthcare professionals in general wherever they may be employed. Workplace bullying outside of healthcare and nursing is also evident, especially in fields such as business and

Companies may not have initiated an anti-bullying policy, since not every workplace experience bullying; not to mention, the misunderstanding of what is considered as bullying. According to Porteous (2002), “organizations without codes of conduct or policies of behavior may encourage bullying by omission;” however, the various forms of intimidation is difficult to define as bullying (Gumbus, 2011, p. 373). By the way, culture does play an important role in the interpretation of bullying.

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.

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

Hanley , Anne O'Rourke, highlights the effects of workplace bullying to be intimidating, emotionally damaging persistent interpersonal abusive behaviour directed at one or several individuals. Workplace bullying is essentially an array of anti-social behaviours practiced by an individual to intimidate their victims within their workplace "over a period of time" or routinely. Furthermore, bullying is catalysed by "internal violence", a form which can vary in meaning (Timo, Fulop and Ruthjerse (2004). Within the European Union (EU) and Australia, bullying is commonly characterised as a "lower-level" violence, whereas in the United States, terms such as harassment, mistreatment, or emotional abuse are preferred (Mayhew and Chappell 2007). Additionally, Hanley and ORourke suggest "horizontal" violence and "mobbing" (group bullying) as other forms of bullying within the workforce to explain the "hostile" and "aggressive" nature groups of individuals abuse their victims with. Hanley and O'Rourke continue that for an 'event' to be acknowledged as workplace bullying, "consensus is that a target's exposure to such behaviours must occur frequently; that the behaviour is repeated over a period of time, and that it is not a one-time/ one-off incident"(Caponecchia and Wyatt 2011; Parzefall and Salin

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