Bullying in the Workplace

Before we delve into the specifics, a few definitions are in order. According to the Bureau of Labor Management (2007), a hostile work environment is a form of harassment and is demonstrated by such severe and pervasive conduct that permeates the work environment and interferes with an employee’s ability to perform his or her job. Although legislation exists in more than 10 states, there currently is no federal or state law that explicitly or generally outlaws “bullying” at work or “hostile” work environments; instead, there are laws within Title VII of the Civil Rights Act of 1964, Age Discrimination in Employment Act of 1967, and others, that prohibit discrimination and harassment in most workplaces (Saade, n.d.). To add to this, it is “unlawful to discriminate against any individual in regard to recruiting, hiring and promotion, transfer, work assignments,

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

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 and incivility causes an unhealthy work environment, which affects the staff, patients, and the organization. Some of the effects on staff include burnout, anxiety, depression, increased absenteeism, poor communication, decreased moral, decreased job satisfaction,

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 bullying is a serious issue in

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.

"You're going to hell!" Everybody threatened even God, and he is the angriest person in the bible, so why not corporations. Ethics and moral values are deteriorating. We are slowly losing our humanity. We are selfish in our motives, and the conduct of our behavior gives an indication of our morals. Moreover. managers do not want to know if there is an ethical violation within the corporation or if someone is being harassed or bullied. Unfortunately, bulling is an important fixture in the business world, as a result of that managers are destined to deal with the problem of bullying, and pretending that it doesn't exist. Essentially, managers would rather unburden the company of the employee being bullied, and restore harmony to the company at the expense of he victim. Additionally, bullying, not only puts the victim at risk, but management as well. They depend on the company for their livelihood, and this type of activity in the workplace gives the corporation an introverted feeling toward management. Moreover, the committed act of bullying is usually a person of authority, coupled with a few associates in the same department where the bullying is taken place. A display of force is exhibited forcing the cooperation of all the employees into submission, jobs are threatened, and employees speculating about their financial responsibility, and their families. It is either the victim or them, and the issue usually is a combination of jealousy and envy. Nonetheless, the ethical

Workplace bullying can harm the receiver in many ways but certain effects vary due to the unique characteristics and circumstance, for instance if they’re extremely emotional they can experience mental illnesses such as depression and suicidal thoughts or they could experience physical

Even worse for those affected by bullying is social isolation. Nobody talks to you, nobody will warn you if the boss comes around to check whether the employees do their work correctly and if you enter a crowded room a terrible silence cuts all conversations immediately. A colleague of yours may constantly defame you among all colleagues and spread (untrue) gossip about your private life in the company. You did not know that your children are gay and your partner has several love affairs? Now you know.

The workplace bullying institute (2014) defined workplace bullying as the repeated, health-harming mistreatment of one or more persons (the targets) by one or more perpetrators. Workplace bullying behaviors include verbal abuse, victimization, humiliation, being threatened, physical abuse, work sabotage and professional disregard. Workplace bullying is a prevalent disruptive behavior that creates an unconducive working environment that negatively impacts on the productivity of workers and prevents work from being done. Fox S & Cowan R (2015), the issue of workplace bullying continues to garner much attention in the scholarly, practitioner and public media, yet there is little consensus among professionals and academics of best practices for assessing the prevalence and consequences of workplace bullying. According to a research conducted in 2014 by the Workplace Bullying Institute, 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 et al (2012) report in their study of 950 RN respondents that 82% reported

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