Workplace Bullying: A Parallel Issue In Today's Society

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

Our workplace safety is in need of reconstruction, not because of physical, ergonomic, chemical or biological hazards but because of bullying. According to Hanley and O'Rourke (2016, p. 352) workplace bullying is a "psychological hazard" towards its victims health and undermines the "successful pursuit of corporate and employee objectives". Workplace bullying is certainly a prevalent issue that is consequential to its victims and the state of Australia's companies. Although there have been Fair Work Commision jurisdictions placed against anti-bullying (eg. January 1 2014) Hanley and O'Rourke argue that these laws are a "minimalist" solution to this anti-social epidemic. Workplace bullying with its many forms should be recognised as a criminal

We have all heard about childhood bullies and work place bullies; however there is a new breed of bully that has emerge over the last few years. That is a Client Bully. This type of bully targets sub-contractors and small business owners.

The two practical ways the organisations could adopt in ensuring bullying at the workplace are build good relationships work environment and anti-bullying policies. By building a good relationship at workplace it will lead to organisational success and well being of staffs, and creating an environment that builds good relationships also prevents bullying at workplace. It is much easier than dealing with bullying once it occurs. When staff have a clear picture of what an organisation wants to achieve, they are more likely to engage with the common goal. Likewise, a clear guidelines for expected behaviour, work culture and values means unreasonable behaviour is less likely to

Over the recent decades, workplace bullying has become a widespread issue and has turned into a vital point in the departments of corporation’s conduct. According to Dr. Gary Namie’s 2014 survey at Workplace Bullying Institute shows, 27% of U.S. workers have present or past direct involvement with bullying at work. An additional, 21% have been observed to the tormenting, and a sum of 72% know that bullying occurs in their company (WBI, 2014). It is outstanding the impacts that it can have on the worker as well as the entire organization.

When a nurse is bullied, she often develops the feeling associated with disappointment in regards to being a nurse and their ability to handle the bully. The feelings of failure manifest into actions. The nurse’s productivity decreases, which leads to actions of incompetency. Workplace bullying causes physical and emotional illnesses in the victim. Workplace bullying is a stressor. A stressor is defined as anything that generates stress. The body responds to stress by either distress or eustress. Distress is harmful to the body and triggers a somatic response to release glucocorticoids, cortisol, into the body. Nurses can experience memory loss, spikes in emotions, and difficulty maintains positive relationships under high levels of stress over an extended period of time. Studies ran by Khoshknab et al showed that “Humiliation, abuse, ridicule, and insults were the most common forms of verbal violence and held a significantly more severe negative effect on the victim’s mental health than other forms of workplace bullying” (Khoshknab, et al., 2015).

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

Workplace bullying is a phenomenon that affects many organizations, especially among healthcare professionals. “Bullying of nurses has been identified as affecting patient outcomes, occupational stress, and staff turnover with fifty percent of those reported being bullied identified managers or directors as the bullies”(Etienne, 2014, p. 6). This paper will analyze data, information, knowledge, and wisdom continuum as it relates to workplace bullying in the healthcare environment. It will identify appropriate databases for obtaining information, useable knowledge, the role of informatics, and the progression from useful knowledge to applied wisdom.

What is workplace bullying? Workplace bullying is considered to be social, verbal, physical, psychological, and cyber abuse by your employer, manager, supervisor, a work colleague or a group of work colleagues. Workplace bullying can happen at anywhere and at any time, and the person or group as well. Do not need to be in higher job position such as managers and supervisors. It can come from co-workers

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

Although bullying conduces to be popular in schools, we usually neglect that it could indeed appear in our workplaces. Eventually, the children who were bullies in their schoolyards will mature into young adults in which they may become bullies in the workplace as well. Nonetheless, the foodservice industry has exceedingly displayed this phenomenon in which it is essential to examine. For this purpose, in the study conducted by Kitterlin, Tanke, and Stevens (2016), aim to investigate the presence of workplace bullying behaviors in the foodservice industry by analyzing the experiences of students. In addition, they conducted their study by sampling 440 students, ages 18 and 24 years old, currently working the food service industry in the Southeastern

Workplace bullying has received growing attention over the past decade in regard to organizational research. Researchers are continually conducting studies exposing the negative consequences of workplace bullying at the level of the individual as well as the organization. For example, people that experience workplace bullying are more likely to call in sick, take unpaid vacation days, leave work early and not stay late when needed, misuse company resources, and are less likely to go above and beyond the call of duty in the workplace (Sperry, 2009). This is detrimental to an organization because it is associated with decreased productivity as well as less overall morale from employees. Similarly, victims of workplace bullying are

"You're going to hell!" Everybody threatened even God, and he is the angriest person in the bible, so why not corporations. Ethics and moral values are deteriorating. We are slowly losing our humanity. We are selfish in our motives, and the conduct of our behavior gives an indication of our morals. Moreover. managers do not want to know if there is an ethical violation within the corporation or if someone is being harassed or bullied. Unfortunately, bulling is an important fixture in the business world, as a result of that managers are destined to deal with the problem of bullying, and pretending that it doesn't exist. Essentially, managers would rather unburden the company of the employee being bullied, and restore harmony to the company at the expense of he victim. Additionally, bullying, not only puts the victim at risk, but management as well. They depend on the company for their livelihood, and this type of activity in the workplace gives the corporation an introverted feeling toward management. Moreover, the committed act of bullying is usually a person of authority, coupled with a few associates in the same department where the bullying is taken place. A display of force is exhibited forcing the cooperation of all the employees into submission, jobs are threatened, and employees speculating about their financial responsibility, and their families. It is either the victim or them, and the issue usually is a combination of jealousy and envy. Nonetheless, the ethical

Pressure / unwitting bullying – working to unlikely time scales as well as providing minimal supplies to finish the given task.

Nowadays, workplace bulling is prevalent in all organisations across all industries, and it is of utmost importance for organisations to protect the health and wellbeing of their employees. Workplace bullying includes verbal, physical, psychological or social abuse by an employer or colleague at work. Rousseau et al (2015, p.287) define workplace bullying as ‘repeated occurrences of negative acts over a sustained duration’ in which victims are unable to defend themselves. Furthermore, Randall (cited in Olive and Cangemi, 2015, p.20) defines workplace bullying as ‘aggressive behaviours that are intended to inflict psychological angst or even physical harm’. Although there are numerous different definitions for what workplace bullying is, it is clear to say they all mention how bullying can deeply affect the mental, physical and financial health of the victim. Mental health is associated with an individual’s psychological and emotional well-being. Physical health can be defined as the overall health of an individual, mainly to do with physical fitness and well-being. And financial health is used to describe the state of one’s personal financial situation. Olive and Cangemi (2015, p.19) discuss that workplace bullying not only impacts the health and well-being of its victims, it also adversely impacts organizations through ‘decreased productivity, excessive absenteeism, and costs associated with employee turnover’. Therefore, it is of utmost importance for organisation’s to