Comparison Matrix Paper

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

Theories help guide researchers with how they will interpret their data. Theories may lean more to one paradigm than another, however, there is one which has been labelled many things from paradigm, methodology and theory (Walsh, Holton, Bailyn, & et al., 2015). That theory is Grounded Theory. A historical account of its development, main assumptions and assessment of its value are provided. To contextualize Grounded Theory from an interdisciplinary perspective, workplace bullying in small, isolated organizations is proposed as a research topic. The merits and disadvantages of using Grounded Theory as the research method will also be discussed.

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

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.

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.

Results showed 48% of subjects had been bullied in the workplace and 35% reported experiencing bullying on a weekly basis while 28% reported experiencing it daily. On the research questionnaire, the most common variable involved being ignored or excluded in the workplace. One strength of this study was the categorization of the 22 negative acts on the questionnaire. A limitation of this study was the small number of subjects; of 10,000 registered nurses invited to participate, only 95 nurses participated

Bullying from a boss/employer comes from the established fact that they have power over their employee as 81% of bullies are managers (Weinstein, viewed 18 August 2015). However, it is when this power is abused that bullying is found. Workplace bullying is easily considered insignificant despite the fact that it affects many people and is an issue with many impacts.

Although bullying conduces to be popular in schools, we usually neglect that it could indeed appear in our workplaces. Eventually, the children who were bullies in their schoolyards will mature into young adults in which they may become bullies in the workplace as well. Nonetheless, the foodservice industry has exceedingly displayed this phenomenon in which it is essential to examine. For this purpose, in the study conducted by Kitterlin, Tanke, and Stevens (2016), aim to investigate the presence of workplace bullying behaviors in the foodservice industry by analyzing the experiences of students. In addition, they conducted their study by sampling 440 students, ages 18 and 24 years old, currently working the food service industry in the Southeastern

workplace bullying can be seen as sociably unacceptable. In the July 2015 issue of Cosmopolitan

Workplace bullying is becoming a more visual and talked-about concern in the business world, and finding ways to deal with the problem of bullying is an issue that needs to be addressed. In a survey of European Union employees, an illness that was rooted in stress was reported in 28% of employees (Rayner et. al. 8). According to Rayner, bullying may account for much of this workplace anxiety.

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

The purpose of this article is to scrutinize the relationship between HR practitioners, managers and employees when dealing with allegations of bullying in the workplace as findings suggest that HR practitioners rarely judge situations as bullying especially when managers have been accused. Furthermore, cases have been found where HR practitioners often

Workplace bullying is a significant but complex issue that presents challenges for a large portion of Australian firms. Depicted as a form of psychological violence, there have been continuous cases resulting in serious mental injury or even death. Accordingly over the past decade, research against workplace bullying has rapidly increased internationally including Australia. Since its first study in the UK, following studies agree on the fact that workplace bullying has become a hazard affecting people in their daily work-life. Special attention is required as it is not a matter exclusive to a certain region or industry. Its negative impacts being evident, managing and preventing it is a major task for all workplaces concerned.