The Pros And Cons Of Workplace Harassment

Specifically, harassment and discrimination becomes illegal when an acumination of behaviors fosters a hostile or offensive work environment (Acklin, 2016; Dean, Safranski, & Lee, 2014). In this respect,

Everyone that goes to work expects to go to a place where they will not be harassed and will work in a friendly and fair environment. There are many instances of a hostile work environment, including sexual harassment, bullying, and berating due to religion, just to name a few. Likewise, there are instances where employees may think they are dealing with a hostile work environment when in fact they are not, such as rude and obnoxious coworkers. Employees and companies alike should be aware of what constitutes a hostile workplace environment, harassment, etc., so as to avoid any possible litigation.

All schools are required by law to have measures in place to prevent bullying and most schools have a zero policy to it. We must also be aware of our own settings policy and procedures for bullying incidents and ensure that we always uphold these policies. If we do this then it leads to trust that the school and the staff take bullying seriously and will not allow it, thus giving the children and young people confidence to report any bullying incidents in confidence, knowing that it will then be looked into.

Bullying and harassment within the workplace can be attributed to a myriad of factors. The work

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

This means that any bullying or harassment by managers needs to be avoided and detected early. Managers should know and should be trained not to bully or encourage bullying or harassment in the workplace. Furthermore, managers should be on the lookout for this behavior at all times. When a worker feels as if he or she is being bullied or harassed, especially by a manager or supervisor, their work, motivation, and productivity will be reduced. Employees may still show up to work each day, but they won't feel as motivated or empowered to do such a good job as

The Education and Inspection Act 2006 states that school must have measures in place to prevent all forms of bullying and all these measures should be communicated to staff, children and parents.

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.

As described on my work setting Policy for Anty-Bullying, bullying is a “behaviour which is repeated, deliberated and intended to hurt, threaten or frighten another person or group of people; it is usually unprovoked and always reflects an imbalance of power”.

Knowing how to handle these behaviors is beneficial since they are acts that are present regardless. Bullying in the workplace can lead to staff dissatisfaction, along with turnover, litigation, and can damage the reputation of the organization (Sullivan, 2013). Bullying does not just cause the threat to the individual but can cause harm to the patient and other staff that is in the presence of this behavior (Sullivan, 2013). Identifying an issue with problem staff early and intervene, to correct, if necessary is ideal to keep the team working efficiently.

Employees should have the right to feel safe in their work environment and to 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. Barbara McCulloch is a mediator who has developed a process of mediation to address the complicated issues of bullying behavior in the workplace (McCulloch, 2010). Barbara suggests that

This article discussed the different types of harassment, while testing multiple hypothesizes regarding workplace harassment. Workplace harassment is under federal law and Department of Labor (DOL) policy, harassment by DOL employees of DOL employees based on race, color, religion, sex (including gender identity and pregnancy), national origin, age, disability, genetic information, sexual orientation, or parental status is prohibited. The Department defined workplace harassment may take either of two forms. It may entail "quid pro quo" harassment, which occurs in cases in which employment decisions

Bullying in the workplace is the topic that Heeman has addressed and evaluated with the aid of research from additional authors. Communication plays a major role in bullying when brought into the workplace and it can continue for extensive lengths of time if not managed and handled properly. The roles of bullying are included in Heeman’s report which are the bully, the target, and the bystander. The costs on the workplace can be threatening to the staffing, productivity and the overall work environment. Percentages and research are presented proving the amount of bullying that actually takes place in the workplace. Ways to combat the bullying are introduced into the report to include understanding and taking action to stop and prevent the bullying from continuing. Heeman concludes his report by mentioning that researchers need to focus their attention on finding solutions and ways to intercept bullying to lower the statistics and ratios.

SCoR states that 'everyone has the right to be treated with dignity and respect at work' (p1, 2009). Rob also undermines the student radiographer by remarking on her image quality. SCoR (2009) suggests that bullying can sometimes take place because the bully lacks confidence or feels insecure (p10) and this may partly explain Rob's behaviour, as he is being bullied by Asha. Meena fails to report the bullying to anyone, however SCoR suggests that members must support each other at work where bullying is concerned and 'stand together' (p1, 2009). Bullying in the workplace can lead to staff absence, a lack of desire to go to work, seeking the help of a doctor, and searching for other places of employment (NHS, 2006). SCoR (2009) also suggests that there are more severe consequences in the form of behavioural effects such as smoking or drinking excessively; physical effects like insomnia and headaches; and emotional effects which include anxiety and depression. Employers have a duty to investigate claims of bullying and where necessary take measures to stop it from continuing (Directgov, n.d.).

Student Answer: One major ethical issue we have dealt with in my workplace in harassing behavior from one employee and another. As a leader of the organization I would and did handle the situation by first and foremost having a zero tolerance policy in place that type of behavior. We were able to reference the policy to take action towards that employee which ultimately led to their termination. I do however think that preventative measures could have taken place to further prevent this unethical behavior and that would be to instill the values of the organization and its leaders to the community of staff who choose to be a part of the organization. Dr. Atkinson stated, “In order to prevent bullying and harassment at work, the antecedents and the culture of an organization need to be understood”, and her work won `the inaugural Denis D 'Auria prize, a prize inaugurated by Cardiff University in memory of the college’s senior lecturer in toxicology and occupational medicine, who passed away at