Bullying Avoidance Behavior

Bullying, Avoidance Behavior and Conflicts at Work

The purpose of this essay is to examine how the incidence of bullying in the workplace can have a negative impact on conflict resolution issues due to avoidance reactions by the victims.

The theory background is based on a research conducted by Djurkovic, McCormack, & Casimir (2005), which related workplace bullying and victims' reactions, divided in three possible categories: assertiveness, avoidance, and seeking formal help. According to the results of this research, the avoidance reaction was the most common revealed (p. 451). Also Ayoko, Callan & Härtel (2003) related bullying and conflict events in the workplace as well as interpersonal relationship problems, their intensity, frequency and duration in the organizational environment. The outcomes of this research were also analyzed by showing that bullying can promote counterproductive behaviors as consequence of “frustration, aggression and humiliation” (p. 285). Another study that supports that idea was written by Vega & Comer (2005) which suggests that “most frequently victims of bullying are unassertive, conflict avoidant, and make little effort to be part of the group” (p. 106).

The essay is divided in 3 steps. In the step 1, there is an explanation about the definition of workplace bullying. Then in the step 2, one can find a brief description of the consequences and the impacts that this practice promotes within the organizations. Finally, the step 3 explore the research which connects theory with experimentation, based by the proposal that the avoidance of conflict events have a close relationship with bullying behaviors in the workplace.

At this point, the essay exposes a different perspective of the issue which s...

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...xt, it is mandatory to promote an organizational culture of respect in the workplace through a bullying policy in order to avoid the idea that “it might be interpreted that the organization accepts it” (Salin, 2003, p. 13).

Conclusion

Workplace bullying is a reality within the organizations and may cause relationship conflicts. As a result of that, avoidance behavior of the victims is a common problem that impacts also in the productivity of the firm. In order to prevent the occurrence of bullying, it is mandatory for the human resources managers to cultivate a policy based in principles such as respect and politeness among the employees. Furthermore, it is suggested that other researches focus on the role of the organizational communication and extra activities, as gym, yoga, and others to help to combat the incidence of bullying in the workplace in a holistic way.