Bullying, The, And Who Might Be Affected And Why?

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

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.

According to a Workplace Bullying Institute (2014), 27% of adult Americans have experienced abuse, 48% have been affected either directly or indirectly by it, 72% of Americans are aware that workplace bullying happens and 93% support the enactment of a healthy workplace environment law. Bullying is reported across all levels in the health care sector and the cases keep increasing over time and management should intervene to prevent and control the problem. (Dumont, Meisinger, Whitacre, & Corbin, 2012) report in their study of 950 RN respondents that 82% reported experiencing or witnessing bullying behaviors on a weekly or daily basis. In 2008, The Joint Commission (TJC) reported that these behaviors can foster medical errors; and contribute to poor patient satisfaction and to preventable adverse outcomes.

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

After analyzing documents regarding bullying and laws: there are defined state and nation laws which vary for different countries but based on their regional behavior they have structured, but as you told both the employee and employer are not much concerned regarding this unless and until they experience such problem. I personally feel creating awareness among all the cadre of workers would reduce the bullying percentage.

Workplace bullying is a serious issue in

It found that 27 percent of adults have experienced bullying in the workplace. The group defines bulling as “repeated abusive conduct that is threatening, intimidating, humiliating, and work sabotage or work abuse” (Lady, 2014)

Allowing a workplace bullying being ignored and unchecked could have chaotic effects on the stress and morale level of other people in their workplace. Such workplace bullies most likely to target employees and colleagues, which they perceive as threats. Their victims are frequently their most ethical, independent and competent colleagues. Bullying start in the bottom line of the company and could even lessen the reputation of the company.

Bullying in the workplace is the topic that Heeman has addressed and evaluated with the aid of research from additional authors. Communication plays a major role in bullying when brought into the workplace and it can continue for extensive lengths of time if not managed and handled properly. The roles of bullying are included in Heeman’s report which are the bully, the target, and the bystander. The costs on the workplace can be threatening to the staffing, productivity and the overall work environment. Percentages and research are presented proving the amount of bullying that actually takes place in the workplace. Ways to combat the bullying are introduced into the report to include understanding and taking action to stop and prevent the bullying from continuing. Heeman concludes his report by mentioning that researchers need to focus their attention on finding solutions and ways to intercept bullying to lower the statistics and ratios.

Workplace bullying is defined as the repeated, heath-harming mistreatment of one or more persons (targets) by one or more perpetrators within an organizational setting. It is abusive conduct in the workplace that is threatening, humiliating, or intimidating. Workplace bullies often utilize verbal abuse or sabotage to control and torment their targets through acts of commission (doing things to others) or omission (withholding resources from others). Unrestrained workplace bullying can escalate to involve others who side with the bully, either voluntarily or through coercion. Ultimately, workplace bullying undermines legitimate business interests when bullies ' personal agendas take precedence over work itself (Workplace Bullying Institute - WBI - Help, Education, Research, 2015).

The eye-catching studies above urge a prompt reaction towards resolving workplace bullying. Currently everyone at workplace is potentially at the risk of being bullied. Knowing the prevalence of bullying and the

Imagine being subject to mistreatment and vilification; being vulnerable to physical or emotional attack or harm by someone who is in a more powerful position than yourself. Now consider this engagement of hostility or opposition in your work environment. While not unheard of in the workplace, many organizations do not condone such behavior. In fact, under federal law aggressive behavior in which someone intentionally and repeatedly causes another person injury or discomfort is illegal when it violates federal or state laws prohibiting harassment in the workplace based on race, color, national origin, religion, sex, age, or disability (“Harassment.”). For the employees not falling into this protected status, most have the maturity level to properly handle the situation to safeguard themselves. However, when such behavior takes place in a school environment, it is considered bullying-repeated, unwanted, aggressive behavior among school aged children involving a real or perceived power imbalance (“What Is Bullying.”). Like workplace harassment, school bullying is a destructive behavior enacted upon victims who do not deserve to be acted toward in that way. Five states have no sanctions established for bullying in their current anti-bullying laws. Twelve states include a criminal sanction for bullies, ranging from school suspension to jail time. The only state with no law to address bullying is Montana. State and local lawmakers have taken action to prevent bullying and