It comes a time when human resource managers are faced with ethical dilemmas. It is their job to be able to manage and execute a solution for any problem they may encounter. Unfortunately, bullying is a form of harassment that is fairly common in this generation. Human Resource managers play a pivotal role to ensure that their work environment remains a respectful place where employees can feel at ease, comfortable and safe. HR professionals must learn how to identify, address, and solve any bullying that may be going on.
Main Purpose
In this article, the author writes to explain the importance of Human Resource and the effects they have towards work place bullying. Bullying is a common issue that HR comes across and they must
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Bullying is an issue that has become way too familiar to everyone specially in this generation. There are many forms of bullying whether it is through social media, which has become a huge platform for cyber bullying, physical or verbal abuse it is crucial for HR managers to keep this under control. Work place bullying consists of extreme, negative, and pervasive or persistent work place abuse, experienced by targets as an imbalance of power. (Rayner and Keashly, 2005; Einarsen, 2009 PG 116). According to the article, when present in the workplace, bullying can have serious effects on individuals and the organization. Consequences to individuals include health problems which include post-traumatic stress disorder and depression; identity crisis; emotional damage, such as humiliation, doubt and stress; and vicious cycles of …show more content…
Not only should HR managers act when a bullying situation arises but they need to do anything in their power to prevent a situation from happening in the first place. HR managers must know how to identify and deal with these situations. The two main approaches used to measure the prevalence of bullying are self-identification by targets, where respondents are given a definition of work place bullying and asked to identify if or how frequently they have experienced it (Einarsen & Skogstad, 1996; Rayner, 1997 PG 117); and checklists of specific bullying behaviors and definitional criteria such as persistence and frequency of behaviors. It is the job of HR to act as a liaison between employees, a moderator of disputes, and even an enforcer of policies and procedures (Bohlander & Snell, 2007 PG 117). There are currently three commonly used checklists the NAQ-R, WAR-Q, and WB-C. These checklists help determine if employees have dealt with specific types of behaviors. Research has proven that bullying targets approach colleagues before any one for help and support. It is important for HR to make it known that employees can be comfortable addressing any issues with them. Once the target makes it known that they are being bullied it is human resources responsibility to respond to that
Nurses as caring professionals, it is surprising that incivility such as bullying exists in nursing workplace. Workplace bullying is a major occupational health concern among nurses worldwide, and it has increased health care cost due to high turnover (Stagg & Sheridan, 2010). Research shows that 20-25% of nurses suffer from bullying behaviour in the workplace (Wilson, 2016). The prevalence of bullying has many negative consequences such as negative health outcome of the nurse victims, the organizational performance, and the adverse patient outcomes (Wilson, 2016). Hence, combating the issue of bullying in nursing is of heightened importance (Ganz, et al., 2015). Nurse leaders can play an important role in maintaining the positive workplace environment, and prevent the bullying (College of Nurses Ontario, 2017). In this paper, I will explain about workplace bullying in nursing, and how the transformational leadership style can be used to create a positive work environment. For this, I
Workplace bullying is defined as any as any type of repetitive abuse in which the victim of the bullying behaviour suffers verbal abuse, threats, humiliating or intimidating behaviours, or behaviours that interfere with his or her job performance and are meant to place at risk the health and safety of the victim (Murray, 2009). Bullying can take many forms, some blatant, others more subtle. Researchers ha...
Jeremy Frazer, an Investment Associate at Hudson Bank, has encountered a hostile work environment due to the abhorrent behavior of Vice President Chip Mazey (Yemen, Clawson & Bigelow, 2007). Mazey continuously bullies his subordinates, but is considered a rainmaker within the company (Yemen, Clawson & Bigelow). Mazey’s misdeeds include overworking associates, analysts and his secretary, taking credit for others’ work, and verbal abuse. Mazey regularly makes derogatory and demeaning comments to subordinates about everything from their work product to the way they dress to their accents (Yemen, Clawson & Bigelow). Because Mazey brings in a lot of money, the bank has somewhat turned a blind eye towards his behavior and most subordinates have learned to deal with him; chalking the situation up to the way banking works (Yemen, Clawson & Bigelow). However, some full-time associates have refused to work with him (Yemen, Clawson & Bigelow). With the exception of his work with Mazey, Frazer enjoys working with other managers, likes his job and feels that he fits in at Hudson (Yemen, Clawson & Bigelow, 2007).
In the 10 years Mazey had been employed with Hudson, he was observed throwing things which barely missed employees, yelling at subordinates “in a rage” and making “derogatory and demeaning remarks” possibly regarding ethnicity or origin, among other inappropriate behavior (Yemen & Clawson, 2007). Mazey can be considered as a workplace bully. Hocker and Wilmot (2011) define bullying as “repeated and persistent patterns of negative workplace behavior that is ongoing for six months or longer in duration” (p. 175). The excessive bullying behavior Mazey displayed created interpersonal tension that affected productivity. Hudson associates were hesitant, or refused to work with Mazey due to prior...
Workplace bullying is an issue at my current place of employment. It pertains specifically to my experiences and observations of a staff member who feels the need to demoralize and abuse her co-workers and patients. Her harsh mannerisms, including aggressiveness and manipulation had a negative impact on many staff
Murray, J. S. (2009, September–October). Workplace bullying in nursing: A problem that can’t be ignored. MEDSURG Nursing, 18 (5), 273–276. Retrieved from http://www.amsn.org/sites/default/files/documents/practice-resources/healthy-work-environment/resources/MSNJ_Murray_18_05.pdf
Workplace bullying is a pattern of behaviour intended to intimidate, offend, degrade or humiliate a particular person. It can include physical abuse or the threat of abuse, bullying usually causes psychological rather than physical harm. The respondents are being bullied by their employers but these helped them to strive harder to achieve their goals. Although job challenges can be hard to deal with, overcoming those issues can help an employee become stronger and more confident.
One major issue businesses around the world face in today’s society is workplace bullies. In almost every workplace there is a bully. In today’s world there are so many different life styles, and there is usually that one person that believes it is their job to push others around. What is workplace bullying? What makes these people become a bully? Who are the bullies and the victims? How do we prevent bullying? Those are some questions I will answer in this paper.
Dealing with the bullies would consist of you: Keep calm under verbal attack, respond quietly and coherently, do not hide the fact, ask colleagues, joint action, written record, confront the bully, ask them to stop, seek advice or initiate procedure (Olive, K., & Cangemi, J. 2015). Promote a positive work culture. Dignity at work, everyone entitles to it and we are obliged to uphold it (Olive, K., & Cangemi, J. 2015). Bullying is unacceptable- clear real revisited policy and robust procedures- timeless crucial. Name it challenge it report it- bullying thrives on silence (Olive, K., & Cangemi, J.
Downplaying bullying, saying things like “He was just joking around”, and “Don’t take things so seriously” can have serious repercussions. Some people are more fragile than others and react to this type of treatment with anger or violence. On the other hand, there are managers who rule with an iron hand and sometimes this pressure can cause an employee to crack.
The purpose of this qualitative study is to present the history of this problem in nursing, raise awareness of the challenges associated with workplace bullying among nurses, and offer potential solutions. Bullying in nursing may be due...
This willingness to overlook bullying behaviors is demonstrative of weak management, not only because it fails to adhere to ethical standards, but it is wrongheaded in its assumption that the net sum is a positive for the organization because it fails to make a proper accounting of the seen and unseen costs of bullying in the workplace. It also fails to account for bullying behavior as a contagion, wherein a “civility vacuum” is created (Sutton 2007, 95) because cooperation between employees breaks down, and everyone is out to protect themselves and their positions. According to Sutton, a hospital worker study conducted by Dr. Michelle Duffy on the effects of “morally disengaged” bosses on their workers found that after 6 months, many of the workers demonstrated many of the same traits as their hostile bosses: teasing, put-downs, and coldness (2007,
Bullying has always been a problem within the past century and has become an epidemic. However, because of social media people are becoming more aware of the issues associated with bullying and how it has become a trend in today’s society. You turn on the news and you are hearing about kids being bullied and the end result is suicide. Bullying is occurring worldwide. Not only is it happening in our schools and social networks, but also in the work place. The various types of bullying that exist and the attempt to entirely eliminate them is not achievable because of individual and environmental factors.
Workplace harassment is unwelcome actions that are based on a person’s race, religion, color, and sex, and gender, country of origin, age, ethnicity or disability. The targets of the harassment are people who are usually perceived as “weaker” or “inferior” by the person who is harassing them. Companies and employers can also be guilty of workplace harassment if they utilize discriminatory practices against persons based on ethnicity, country of origin, religion, race, color, age, disability, or sex. These discriminatory practices have been illegal since the passing of the Civil Rights Act of 1964 (Civil Rights Act of 1964), and have been amended to be more inclusive of other people who experience discrimination by the Civil Rights Act of 1991 (The Civil Rights Act of 1991), and most recently, President Obama’s signing of the Lilly Ledbetter Fair Pay Act of 2009 (Stolberg, 2009).
What is workplace bullying? According to the Workplace Bullying Institute “ 35 per cent of the U.S workforce repor...