Lessons Learned From Being Bullied At Work

Bullying is found in the workplace as well. Types of workplace bullying can include: threat to professional status, threat to personal standing, isolation, overwork, and destabilisation. Questionnaires were sent to 1,580 National Health Service community trust employees and 1,100 completed surveys were recorded. Out of these, 294 employees (27%) reported being destabilised and 255 (23%) reported being isolated in the workplace (Quine 230). Destabilisation in the workplace often entails giving an employee meaningless tasks or not giving them the credit for what they have done. Withholding training or special opportunities away from an employee are types of isolationism. While being destabilised and isolated are both passive acts, they are forms of bullying. Even though bullying is considered a childish act, it occurs in adulthood, and that is

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

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

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.

Addressing workplace bullying is a complex issue. Two recommendations along with their respective strengths and weaknesses are outlined below. First develop a set of no tolerance policies and procedures that strictly enforces the standards and codes of conduct of nurses. The policy should be developed from the bottom up with nurses having input in setting up the processes for reporting, documentation, and punitive actions. Involving the nurses, as key stakeholders will enable the policy to be effective and tailored to their needs. The key strength in this recommendation is the incidence of these types of disruptive behaviors would decrease. Additionally, individuals would have a system set in place where they could anonymously report their grievances. However a weakness would be that unless the organizational culture is present in where victimized nurses feel safe enough to report, there will be a low number of

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

Workplace bullying is a serious issue in

Issue 1: Worker’s mental health and organisational costs as a result of bullying, harassment and discrimination in the workplace

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

Given the negative consequences of workplace bullying on the mental health and well-being of employees and the performance of any organization, it is important to understand the reasons that trigger the development of this social phenomenon. “From a humanistic perspective, this predominantly psychological