The Use Of Anti Bullying Policy On The Workplace

ASTI, (n.d.), Bullying at Work – Asti Advice, ASTI, Retrieved Feb 9, 2012, from http://www.asti.ie.

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

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.

Cleary, M., Hunt, G. E., Walter, G., & Robertson, M. (2009). Dealing with bullying in the workplace. Journal of psychosocial nursing and mental health services, 47(12), 34-41. doi:10.3928/02793695-20091103-03

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.

In such a diverse society that encompasses of wide variety of socioeconomic statuses, ages, genders, sexual orientations, races, ethnicities, and education levels, bullying is unfortunately becoming more and more common. According to the American Psychological Association, on the most basic operational level, “Bullying is a form of aggressive behavior in which someone intentionally and repeatedly causes another person injury or discomfort. Bullying can take the form of physical contact, words or more subtle actions” (Stop Office Bullying, p. 1). The root of bullying can usually be traced back to a power imbalance, often with the superior discriminating based

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.

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 legislation is intended to protect victims of bullying; however, consequences for bullying may be too severe. (Garby, 2013) postulates students who are considered bullies are not criminals, but rather copying learned behaviors (p. 449). (Teisl, Rogosch, Oshri, & Cicchetti, 2012) studied 470 kids growing up in high-risk neighborhoods and approximately half of those kids were exposed to maltreatment. It was more likely that these kids were identified as bullies. Not only is legislation affecting children, but workplace bullying is also being addressed. (Greenwald, 2010) interviews Eric A. Tate who asks the questions, “Do you really want to be the subject of being sued if you lose your temper? If you're on a deadline and somebody screws up royally, how do you discipline people?” The problem is how do we punish a bully? The goal of the bullying problem is to eliminate bullying, but sending someone to jail for assault may not be in the best interest to correct the bullying problem. Consideration needs to be paid attention to those who may have grown up exposed to aggressive behavior ultimately learning that behavior as an acceptable way to deal with

‘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

As you know, there are currently no laws in the United States addressing workplace bullying. I am concerned about how the Ashley Breakey and Taylor Kreiner matter is being handled, I would like to recommend that we revisit this situation and seek assistance to ensure that everyone at Red Fox LLC fully understands what workplace bullying is. I further recommend that we evaluate the frequency and severity of bullying at Red Fox LLC, with the intention to prevent

It is said that workplace bullying in the UK and Europe is increasingly recognized as a major workplace stressor. Despite of this, it is remain problematic, among targets and within organizations. This paper reports a qualitative study explore experiences of bullying among ten British women targets, all public sector professional. Data were composed using in-depth interviews and analyzed using grounded theory methods. Finding showed that these targets struggled to identify and cope with bullying. Minimizing intrapersonal difficulties; preserving self; maintaining commitments to professional and organizational values and cultures; sickness explanations; and naming the problem are the major themes or processes that are identified from the

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.

Fortunately, people are beginning to recognize the seriousness of bullying. The Swedish Work Environment Authority Act suggests that, “Preventative interventions should include whole community awareness campaigns about the nature of bullying and its dangers. Efforts should also be made to enhance the emotional and organizational environments in school and work settings by promoting sensitivity, mutual respect and tolerance to diversity while prohibiting bullying” (Srabstein and Leventhal, 2010). Persuasion is the key to preventing this behavior for future generations.