Case Study : The Largest Supermarket Company

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.

Fitness (2000) found that employees bullied by subordinates may be more likely to confront the offenders than employees bullied by superiors. (Trépanier, Fernet, & Austin, 2015) found out that employees who are victims of bullying at work may be able to satisfy their need for being valued and connected to others at work through other means such as confiding to other colleagues about the situation to obtain

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 something that seems to be an issue these days. Workplace bullying is inevitable, but does not mean that it is an ignored behavior or neglected to handled (Randle, Stevenson, Grayling, & Walker, (2007). As an organization, creating the definition of workplace bullying is ideal. As a manager, workplace bullying can affect patient care so creating a resolution to this problem is a must. The manager needs to create an action plan to correct this behavior once it is determined a

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

Adult bullying in the workplace has become quite commonplace and its consequences can be far-reaching. According to the Bureau of Labor Statistics, 146 million Americans are employed in the United States, and an estimated 54 million of those are bullied at work (Namie, 2007). These statistics are staggering. Bullying is defined as a combination of verbal abuse and behaviors that are humiliating, threatening, or intimidating and create harm (health, social, or economic) to individuals and may interfere with their productivity at work (Namie, 2007). With a prevalence of bullying taking place in the workplace, it appears that organizations need to better provide a sense of community and psychological support to its employees to address this widespread issue. The appropriate communication within the organization can make all the difference.

Workplace bullying is a very serious act that has a negative impact on individuals and the organization as a whole. Baack (2012), describes workplace bullying as an interpersonal conflict that is a repeated mistreatment of one or more persons (ch.7, p.19). Unfortunately, despite workplace bullying being so harmful, it is often a common occurrence. In the article, Workplace Bullying: Costly and Preventable, Wiedmer (2010), cites a survey conducted in 2007 by the Workplace Bullying Institute-Zogby; in which, thirty-seven percent of the U.S. workforce surveyed reported that they have been bullied at work (p. 36). The article also states that it is a pervasive practice by malicious individuals who seek power, control, domination, and subjugation, and the article goes on to convey information about bullying behaviors, employer practices, profiles the targeted individuals, and steps to take to prevent bullying (Wiedmer, 2010, p. 35). Bullying tactics are not only harmful, physically and mentally, to the targeted individual but is damaging to the organization and entire workforce.

On the other side, discussed the types of workplace bullying including top-down, lateral and bottom-up. Moreover, there are different sign and symptoms of workplace bullying in nursing which are related to physiological, psychological, psychosocial and well-being. Different impact of workplace bullying on the profession of nursing for examples; increase rate of turnover, patient care errors, increase absenteeism, less work performance. Finally, concluded that bullying is not a current issue in nursing, so first requires everyone in the workplace to have a clear understanding in the workplace. There are different types of ways included in the second part of this article like- standards, legislation and case law which are very useful for prevention bullying as well as promote self-awareness, encourage employees about self-manage, interpersonal conflict, education through developing a program in which programme organizational should be apply the race principles included; recognize, assess and control the bulling in nursing workplace and lastly evaluate the measures which put on the actually working

Bullying often associated with one kid being cruel to another kid, evolved beyond the playground, and move into adulthood. Unfortunately, bullying has emerged into the workplace, aptly called workplace bullying. Bullying can happen at the same organizational rank (employee to employee) or involve hostility by a supervisor toward an employee (Baack, 2012). Conversely, workplace bullying is the repeated, health-harming mistreatment of one or more persons (the targets) by one or more perpetrators that includes threatening, humiliating, or intimidating behavior, work sabotage and verbal abuse (WBI, 2014). The article, Workplace Bullying: Costly and Preventable by Terry Wiedmer (2011), presents information about workplace bullying including

The WBI is the first and only U.S. organization dedicated to the eradication of workplace bullying that combines help for individuals, research, books, public education, training for professionals-unions-employers, legislative advocacy, and consulting solutions for organizations. (Workplace Bullying Institute, 2014). The institute has helped through thousands of interviews to confirm what types of employees bullies usually target. The bully usually focuses on skilled employees that have the ability to be successful and who are usually brighter than the bullies. The principal weapons that bullying bosses and coworkers employ were alienating the targets from social interaction and withholding validation forcing other coworkers to separate themselves for fear they will become targets (Workplace Bullying Institute, n.d.).

Workplace bullying has become one of the most prevalent issues in today’s organizations. While there are many different forms of workplace bullying, some studies reveal that almost half of American workers have either experience the effects of being bullied or witness a co-worker being bullied. In this assignment, one will explore various statistical reports on workplace bullying and identify the extent of the psychological problem that it can have on employees.

Bullying is a non-physical form of workplace violence. Behaviors of bullies can be subtle such as gossip, social isolation, or teasing. They