Workplace Bullying : An Today 's Society

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 has been a social problem for decades. Bullying started out with name calling, but today bulling comes in different forms. You find bullying in schools, texts, and social media to name a few. The following information provided in this research paper discusses the history of bullying and how the history has shaped bullying today. The paper will provide informative background information about bullying and the definition of bullying. This paper will discuss the roles and skills of the human service professional that works with the population that is affected by the social problem.

Bullying can produce and maintain a poisonous work environment. Nurses who bully can wear down the job satisfaction of their co workers which can result in a loss of productivity and increased absences in the workplace (Stokowski, 2010). Victims of bullying often have a feeling of impending doom and dread when they think about their upcoming work days. Each time the bullying reoccurs, the victims usually

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

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.

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

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

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.

On February 14th 1999, Silvia Braun, a policewoman from Bavaria/Germany did not appear in her office in Munich. Some of her colleagues found the 22-year-old woman later in her car on a service area on a highway – she had shot herself with her own rifle. Braun, an ambitious and determined woman, had no money problems, she did not suffer from any mental illness and she was not in love with someone who did not return her feelings. What was it that had made life unbearable for her? She had been being bullied for almost one year. She felt being humiliated, intimidated and sexually molested by her superior. This case shows how disastrous and dangerous bullying in the workplace can be.