Strength Of Research Paper Sample

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.

The sample population for article one was comprised of 2,539 Norwegian employees who responded to the anonymous self-report questionnaire. The study had 19.8% supervisors respond. The study consisted of 48.5% males and 51.5% female participation, and the average age was 37 years old.   The study looked at age, gender, and hierarchical position as factors for workplace bullying (Hague et al., 2009.)

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

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

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.

Workplace bullying is a serious issue in

‘Know Bull’ continued to fight and in 2010 conducted an online survey called ‘Extent & Effects of Workplace Bullying’. The survey revealed some concerning results, reporting 1 in

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

Workplace bullying can manifest itself in a number of ways, including threats to professional status, threats to personal standing, isolation, overwork and destabilization (Baack, 2012, ch.7, p.20). The impact on the individual being bullied can range from mildly unpleasant to unbearable. Targets can suffer from negative health effects such as anxiety, sleep disruption, loss of concentration, shame

The authors’ purpose is to identify the impact of organizational factors on bullying with horizontal and its effect on turnover intentions among Canadian nursing place. Horizontal bullying in nursing which leads to increase absenteeism and less work performance at time of care of the patient. Some of the researchers have identified the different factors which influence nursing workplace may increasing significantly. In this article, explained that an Australian model of nurse bullying was examined among Canadian registered nurse with the help of a

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

Workplace Bullying Institute states, "many studies acknowledge that there is a “fine line” between strong management and bullying. Comments that are objective and are intended to provide constructive feedback are not usually considered bullying, but rather are intended to assist the employee with their work. If you are not sure an action or statement could be considered bullying, you can use the “reasonable person” test. Would most people consider the action unacceptable (Oppermann, 2009)?" The practice of bullying may be executed by an individual against the other, or can alternatively engage many individuals working as a group. Although, the border line that separates strong management and bullying can be indistinct, an individual who perceives that he or she is targeted for uneven treatment is possibly being bullied. The National Institute of Occupational Safety Health (NIOSH) indicates that mental disorders among the different workforce, said to be brought by workplace bullying, impacts to an employment loss which may reach the tune of $19 billion, as well as a decline in output of $3 billion Douglas (127). Workplace bullying happens anywhere within the workplace though; it flourishes in places where there exist weak inter-staff relations and workplace environments that experience increased cases of job insecurity. Workplace bullying may sometimes be practiced as a cultural principle, for instance, in the

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

Our group research is based on age and gender discrimination in the workplace which involved study in men and women, also level of age between 18 years old until 30 years old and 31 years old and above years old. We have conducted a survey based on questionnaires which were given to 20 respondents with ratio; 10:10 of male and female; 10:10 of level of age between 18 years old until 30 years old and 31 years old and above years old; who are currently employed. Through the research that we have done, we conclude that some of the respondents have experienced age and gender discrimination.