Direct Discrimination In Australia

Workplace bullying is termed as misusing of position or power. Workplace harassment often leads to lowering work performance and increase feeling of anger, fear and powerlessness. Organisations establish policies of abuse and harassment in the workplace to prevent inappropriate behaviour and establish guidelines and procedures to stop the behaviour if it occurs (Woodrow & Guest, 2014, 38-56). Harassment becomes illegal when creating a work environment that a reasonable employee would not tolerate. The laws on equal opportunities, as the Civil Rights Act with Disabilities Act and the Age Discrimination Act prohibit harassment, abuse and discrimination in the workplace. These laws are the basis of most policies of abuse and harassment (Equality Act

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 – sets out how it is dealt with for the staff being bullied or bullying others

The article Impact of Workplace Bullying on Emotional and Physical Well-Being: A Longitudinal Collective Case Study by Lovell and Lee address the situation that is taking placed in the workplace. Thus, bullying is a psychosocial occupational hazard, is not a disease in itself but a psychosocial stressor directly linked to workplace conditions that adversely affects the physical and psychological health of people subjected to harassment, triggering physiological responses and emotional.

Today’s economy is changing, not only in this country, but around the world as well. People today are struggling to find steady employment, maintaining their employment and still having a difficult time to make ends-meet. Looking for a job, especially while unemployed and running low on money, has to be one of the most stressful times of a person’s life. However, there is another issue in regarding to today’s workforce. We can assume that most of us have experienced some type of bullying while in our younger years. Unfortunately, bullying exists in one’s adulthood as well, especially within the work environment. Additionally, workplace bullying is one of the biggest complaints from both employers and

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.

While many are aware of the existence of bullying now, they still do not know the consequences resulting from this behavior. It is critical that we consider the damages inflicted on the victims, witnesses, and eventually onto the organization. Bartlett, and Bartlett (2011) gave a thorough analysis of the impacts—individual impacts can be considered in three groups: work, health, and affective domain. For individuals, the Clinical Psychology is relevant to understand the impact on physical, and mental well-being. At work, there is increased absenteeism, burnout, and income loss from working less hours. In terms of health, depression, posttraumatic stress disorder (PTSD), and suicides are the main issues. Although the victims are sick more often,

The resource outlines how bullying is a behavior that damages the workforce. Further explanations by the authors Matthiesen and Einarsen (2010, p. 203), share “Workplace bullying is, of course, a highly unpleasant and even devastating experience to face bullying in a daily work situation” (p. 203). The documentation references multiple times about the imbalance of power. It also discusses how aggression is directed, along with the organizational outcomes. The authors, Matthiesen and Einarsen (2010) identify by stating, “Solid research based information on the causes and consequences of workplace bullying are needed to develop sound interventions and preventive strategies” (p.236). This article concludes with remarks on the negative consequence of bullying and validates how much further documentation is needed for all workplace bullying. For the current documented information it does exhibit these action are wrongful acts. Bullying in the workplace must be addressed, removed, and eradicated otherwise individuals continue to feel they can remain to act and do, as they have been, which is stated throughout the document as part of the workplace

This study also has significance to stakeholders as it examines the impact on physical and mental health of employees and co-workers. How are teams affected by workplace bullying? Consequences of being a target of a workplace bully affect not only the individual but also the teams on which the target is working. Co-workers must pick up the slack for the bullied employees who either don’t come to work or quit because of the circumstances they are

I believe this is a useful article for employers and employees for several reasons. First, the author does a concrete job explaining what workplace bullying is and the advantages and disadvantages of the issues when dealt with on a personal and professional level. Secondly, the author provides useful information for organizations pertaining to the steps that can and should be taken to proactively help the employers and the employee. Thirdly, Macintosh provides the reader with solution based feedback from people that have experienced this at work. If used correctly, the information accumulated in this study could help companies and individuals effectively navigate through the process of bullying in the workplace before it even becomes an issue.

Workplace bullying also affects employees who witness it. They may feel unhappy or stressed about the work culture. They may feel guilty because they know the behavior is wrong but feel unable to handle it or fearful to get involved to try and stop it. Workplace bullying affects the overall health of an organization! Individuals who are bullied spend a great deal of their time trying to gain support and defend themselves from the bullying, time that would otherwise be spent working. Often there is increased absenteeism and turnover, increased accidents, lower quality customer service, higher costs for employee assistance programs and decreased motivation and morale.

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

The objective of this study is to understand the direct relation between one of Hofstede’s (2003) four dimensions and the risk of reporting for workplace bullying in employees among various organisational culture. Culture effects on reporting of bullying incidents to management due to authoritative distance between employees and managers, and create dissatisfaction at job even after reporting (Wornham, 2003). Many studies in the area of workplace bullying has been done by researchers focusing on who reported being bullied and others who were observed bullied but, researches where victims were afraid by post

In today’s competitive world where every single person is trying to be better than his/her peers or subordinates, the instances of workplace aggression leading to workplace bullying and workplace harassment are very common. Work organizations are like any other social setting where scarce resources, competition, time constraints to complete goals, personality of individuals often leads to workplace bullying and workplace harassment. Bullying and harassment are situations where a worker or supervisor is systematically mistreated and victimized by fellow workers or supervisors through repeated negative acts like insulting remarks and ridicule, verbal abuse, offensive teasing, isolation and social exclusion, or the constant degrading of ones’s work and efforts (Einarsen). The literature has shown that employees who are victims of workplace bullying and harassment show more negative well-being (anxiety, depression, irritation, psychosomatic complaints) and tend to be neurotic and less agreeable, conscientious and extravert. Edelmann and Woodall (1997) found some initial effects of bullying include: a loss of confidence (reported by 44.2 per cent); physical ailments (38.4 per cent); and stress (37.2 per cent). Most long-term effects included physical or psychological ill-health (53.5 per cent), inability to cope (21.5 per cent), and low self-esteem (19.8 per cent). Furthermore

One of the greatest challenges to understanding and overcoming the phenomenon of workplace bullying is the lack of consensus among employers, researchers, and legislators as to what defines workplace bullying. Definitions of the phenomena overlap with some definitions being described as too broad or too narrow. Some complain that definitions are not precise enough or lack the span necessary to include all forms of workplace bullying. One reason there are so many definitions is because there are many components to consider: frequency, intensity, duration, intent, victim experience, and the effects of bullying, to name a few. Leymann and Tallgren (1989) define bullying as weekly exposure to one of 45 identified negative acts for a period of six months. The emphasis here is on the duration of the acts or behaviors, though other definitions of bullying place less emphasis on behavior. Conversely, Sercombe and Donnelly (2013) view bullying as a type of relationship rather than a set of behaviors. Hallberg and Strandmark (2006) differentiate bullying from routine workplace conflict and define bullying through the frequency and duration of attacks against a person’s dignity. Still others maintain that harm from bullying goes beyond insulting dignity to render the victim powerless to change their position or find peace at work (Sercombe & Donnelly, 2013). As you can see, there is an abundance of variety among definitions of workplace bullying.