Workplace Bullying

WORKPLACE BULLYING 2

WorkplaceBullying

Workplacebullying

Workplacebullying can be definedas a conditionthat is physical,verbal,socialandmentallyabusecausedby theemployersof theorganizationsoranyplaceof work,groupsof peopleat theworkplaceoranotherperson.Itis a formof violence(Einarsen, 2010). Thisconditioncan occurin anytypeofworkplacessuchas cafes, restaurants,governmentorganizations,communitygroups,andworkshops.Itcan happento variouspeoplesuchas interns,casualandpermanentemployees,peoplewhoworkwithout pay,apprenticesandstudentswhoare lookingforexperiences.Mostof workplace bullying are of criminaloffensesandare supposedto bereportedto thepolice.

Workplacebullying can reallyaffecttheworkersin a negativeways.Accordingto (Einarsen,2010),workersbecomeslessconfidentwith theworktheyare doing,becomesdepressed,alwayshavethementalityof stayingawayfrom work,one becomeslessactive,notrustbetween theemployersandworkersanda lotof physicalsignsthat indicatesstresssuchas sleepproblemsandheadaches.Accordingto Australian humanrightscommission,bullyingcan alsobe describedin termsof discrimination.Thishappensifitis in termsof sex,disability,sexualorientation,age,andraceandamong otherreasons.Bullying leadsto a climateof fearandhumiliation.Inmostcases,itcan causedeathandphysicalinjuriesamong theemployees.Factorsthat causesworkplace bullyingOrganizational culture

Inworkplace cultureis determinedby its beliefs,valuesandwhatisseenas a normalbehavior.Ifthecultureis positive,itwill makeindividualsgainthecourageandadoptthebehaviorsof theorganizationsthat are appropriate.Thiswillincreaseanddevelopa lotof respectamong theworkersandemployers.Moreover,theworkersmay realizethattheyare in a negativeculture.Thiswillencourageinappropriatebehaviorsanddifferentattitudeswhichare acceptedby managementthus,thisleadsto bullying that is takenas anormalbehaviorby manypeoplein theworkplace.Thisindicatesthatnegativeculturewill leadto a lotof bullying within theworkplace (Einarsen, 2010).Power

Powerisdefinedas theabilityof apersonto exerciseauthorityin his/her workplace. Manypeoplewithin theorganizationsmay takeadvantageof their positionoftheworkplaceorphysicaldominance to bullythosewhoare seento be weaker.Forexample,themanagersandthesupervisorsof acertain organizationmay takeadvantageof their positionas theyare highlyeducatedto bullythecleanersof thecompanydue to their lowlevel of education.Bullying occursin theworkplace due to lowsatisfactionto manyworkersdue to theleadershipstyleof themanagersandsupervisors.Mostof theworkersclaimto be bulliedby superiors (Einarsen, 2010).Self-esteem

Thisisanotherfactorthat causesworkplace bullying. Accordingto Matthiesen (2005), mostof thebulliesdescribethemselves as peoplewhoare highon aggressiveness andof lowself-esteem.Thesekindsof peopleare alsoof highsocialanxietyandlow in socialcompetence.Thepersonalityof a personis importantin analyzinghowbullying inthe workplaceis experiencedandreactedto.However,mostofthe peoplewhoaresufferingfrom psychologicalproblems,whodon’tbelievein themselves fullyandhighsocialanxietyin variousorganizationsfeelsmorebulliedandharassedandtheyrealizethatis hardto defendtheir positionin workplaceifintroducedto theaggressionof otherworkers.Workenvironment

Anotherimportantfactorthat causesbullying is thequalityof thepsychologicalenvironment.Aworkingenvironmentfeaturedby roleconflict,lowinterestsanddifficultworktaskcombinedwith interpersonal climatethat is negativein naturewithin theworkinggroup,leadsto a highrisksituationforworkplace bullying.In thepresenceof highincompatibledemandsabout responsibilitiesandrolesleadsto a conflictsanddisappointmentswithin theworkinggroup,morein theareaof positions,rightsandobligationsandamong others. Thesituationcan behaveasa sourceof conflictandpoorworkinginterrelationshipswhentheworkingenvironmentisfeaturedby interpersonal tensionandlowtrust(Einarsen,2010).Howto resolveworkplace bullying

Theproblemof workplace bullying can besolvedby theemployersof theorganizationlookingatotherrelatedissuesthat affecttheworkersof theorganizationsuchas discriminationandhumiliation.Bullying in an organizationhurtseveryone whoworksin it.Ifbullying occursin theworkingplaceandtheemployeesdon’tfeellike reportingtheincidencesandtheemployeris suspectingabout thebullying, he/shemust findthesolutionby lookingfora consultantto dotheassessmentin theworkplace.Theassessed informationcan assisttheemployerwith a betterunderstandingof thechallengesthattheemployeesare facing,hinderinga productiveandsafeworkingenvironment(Einarsen, 2010).

Secondly,there must bethe establishmentof betterandcrediblesystemby employersto allowandinvestigatecomplaints,andfavorableprocessesforanalyzingandsolvingtheissuesof bullying. Theconfidentiality of theworkersinvolvedshould be maintained,andtheir rightsprotectedwheninvestigatingthecomplaintsin a timelyandorderlymanner(Einarsen, 2010). Dealingwith thebullying issuewill makesurethatthepoliciesandproceduresof theorganizationswill not be misused.

Thirdly,thebullying behaviormust be consideredto be unacceptable by theemployers.Thismustbe a valuestatementthat must be encouragedin alllevels ofthe workplace.Thebehaviorsof bullying in an organizationmust be formally explainedandcommunicatedto allworkers.Thepoliciesandproceduresthat showtheimportanceof thisbehaviormust be createdby theemployers.Theemployersshould be creativeby impactingtheemployeeswith effectiveskillsof communication,goodbehaviorandrespectfulbehavior(Einarsen, 2010).

Fourthly,theinterventionstrategiesmust be introducedwithintheorganizationto communicateto thebullying complaint.Accordingto (Einarsen, 2010), themainobjectiveof theseis to encourageemployeerelationships,to providea healthyworkingclimateforallworkersandmostlyto eliminatethebullying issue.Interventionssuchas coachingwith thebullyto increaseawareness,educatingabout communicationandrespectfulbehaviorsto allworkersto empoweremployees,counselingtheworkingteamandincremental sanctionsare specifics of a particularnatureto eliminatethebullying behaviors.

Finally,theemployeeswhoholdthepositionwhichhasmorepowershould be providedwith leadershiptrainingto makesurethat,thepoweris not misusedorabused.Thestronginterpersonal skillshould be establishedatalllevels of theorganizationas itis fundamentalto a bettermanagementandsafeworkplace.

Conclusion

Inconclusion,workplace bullying is aninterpersonal hostilitythat is repeatedmanytimesanditis severeas itharmsthehealthof a personandeconomicstatus.Bullying behaviorsincludethosementaloremotionalandphysicalbehaviorsthat are hurtfulandaggressive.Thevictimsof thisbehaviorfeelashamedharassedandstaysilent.Thereasonforthisis becausetheyfeelthattheyhavenoauthorityto changethings,andtheyendup beenlonelyandisolated.Theseemployeesmostlybelievethatiftheyendup sayingabout theissues,thebullying will becomeworseandhavethefearof losingtheir job.Mostof thebehaviorsin theorganizationsshould not beconsideredas bullying butharassment, a workerscreamingto a workmate duringthe conflict.

Theemployeeswhoarebulliedmakewastage of their timeat work.Accordingto thevariousresearches,theyusemostof their timetryingto defendthemselves andfindingforthesupport,theyfeelstressed anddiscouraged,theytakeleavemostof timedue to sicknesscausedby stressrelatedillnesses.Thepeoplewhoare affectedby officebullyare not ableto answerthebullying behaviorswith aggression.Theymay toleratethebullyby givingin, doingexactlywhattheyaretoldandfinallyacceptingto submitto thecontrolof thebully.Theycan alsoavoidthebullyby beencloseto thebossandencouragingthemselves thattheycannot bebulliedin thepresenceof theboss.

Workplacebullyingaffectstheworkenvironmentnegatively andleadsto raisedstress-related absenteeism,safetyandhealthproblemsandloweringtheproductivity.Thesecan leadtoa massdepartureof highskilledemployeesout of theworkplace. Whenpeoplearebulliedshould seekexternaladvicefrom governmentagenciessuchas humanrightscommissionandemployeeassistanceprogramamong others, seekforaidandadviceat workandfinallyreporttheissueto theappropriatemanagerin theorganization.

References

Einarsen,S. (2010). Bullyingand Harassment in the Workplace: Developments in Theory, Research,and Practice, Second Edition.University of Konstanz: CRC Press.