...work-place bullying takes place in an organization, it is because leadership and management of the organization allow it to happen. Do you agree? Introduction Bullying in the workplace has been defined as “harassing, offending, socially excluding someone or negatively affecting someone’s work tasks...repeatedly and regularly,” (Einarsen, 2003). By this we understand that bullying is a process that stems from a series of actions foregone. The forms of bullying which take place in an organisation are vast and range from verbal abuse to violence to sexual discrimination and harassment. While occurrences of bullying arise because management allow them to, literature suggests that there are various other factors which lead to it. The following sections attempt to explore these determinants. There is much evidence to suggest that workplace bullying is encouraged by management (O’Connell et al, 2007) and other evidence that suggests the opposite view (Einsaren, 2003). I will determine that one of the main responsibilities lies with management, but that other factors such as personalities, workplace ethic, policies, working culture, organizational behaviour and industrial nature have their own roles to play. Through my research I established that a knock-on effect exists within the concepts produced in the literature. We must firstly look at definitions of bullying and conflict to establish why it occurs from reviews of literature. Definition The ESRI describe bullying as “undermining...
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...Anti-Bullying Programs Maryann Johnston DeVry University Anti-Bullying Programs “You may have noticed that this years’ trendy trauma is bullying, which replaces last years’ obesity.” (Nachman, 2011). In his article Gerald Nachman recounts how years ago it was a part of being a kid in school to be teased at some point and it made you a stronger person to come through school surviving the process. There has been an increase in the sensational media coverage of violence attributed to bullying. Almost weekly, there are headline news items concerning acts of violence committed on school grounds, which involve shootings of innocent students by disgruntled gunmen. The underlying cause is portrayed to be a result of some sort of bullying at the hands of peers. One such incident which occurred in an Ohio High School resulted in the death of three students. The gunman’s motives were not clear but, “Yet even as police worked to secure the crime scene, one word quickly attached to the unfolding drama: bullying.” (Cloud, 2012). Further investigation discovered a connection to one of the victims through a former girlfriend of the shooter. The gunman had a troubled family situation which may have contributed to his resorting to violence as a solution. His case was one of bullying his classmates while being a victim of his rough childhood. As a result of these news items there has been a furor which has reached all the way to the President, who has urged school officials to push for legislation...
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...Title Bullying and harassment in Kuwait airways Numbers, factors, effects and solutions Word Count: 6159 CONTENTS Executive summarry iii I- iNTRODUCTION 1 II- lITERATURE REVIEW 3 1- DEFINITION OF WORKPLACE BULLYING 4 2- aNTECEDENTC OF BULLYING 7 3- CONSEQUENCES OF BULLYING 9 4- AVAILABLE SOLUTIONS 11 III- rESEARCH DESIGN 14 1- mEASURING iNSTRUMENTS 17 2- sAMPLING TECHNIQUES 19 IV- lIMITATIONS 21 V-...
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...NURSE BULLYING: UNPROFESSIONAL CONDUCT Looking into the case on nurse bullying, a plethora of conduct violations is evident. One could make the argument that Raymond is at fault for his conceited attitude. One could also argue that he brought on the bullying of his coworkers. Should Raymond employ at conceited disposition? Most would respond with a no. Although Raymond’s behavior was perceived as a form of arrogance and not found to be so for sure, he could have altered his conduct around his coworkers to ensure the right perception. Regardless of the clarity of Raymond’s behavior and attitude, it is clear that several of Raymond’s coworkers are jealous of his knowledge and expertise. Aware of the obvious issues, the individuals mentioned in the case and those unmentioned have responsibilities in ensuring peace and compliance in the workplace which will be considered in this analysis. “The Workplace Communication website defines organizational behavior as how employees act as individuals within the company and how they interact as part of work groups” (Root III, 2015). Of the several noticeable issues in this case, the bulk of it seems to be ethical violations and accountability. There is a possibility that Raymond thinks he’s superior to his colleagues; however, they have no right to engage in inappropriate activity. Raymond’s colleagues decided to single him out to embarrass him which completely violates the principles of ethical practice in the workplace. Aside from ethical...
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...There are several types of mistreatment that employees endure in organizations including abusive supervision, bullying, incivility, and sexual harassment. Abusive supervision[edit] Main article: Abusive supervision Abusive supervision is the extent to which a supervisor engages in a pattern of behavior that harms subordinates.[14] Bullying[edit] Main article: Workplace bullying Although definitions of workplace bullying vary, it involves a repeated pattern of harmful behaviors directed towards an individual.[15] In order for a behavior to be termed bullying, the individual or individuals doing the harm have to have either singly or jointly more power than the victim. Incivility[edit] Main article: Workplace incivility Workplace incivility consists of low-intensity discourteous and rude behavior with ambiguous intent to harm that violates norms governing appropriate workplace behavior.[16] Sexual harassment[edit] Main article: Sexual harassment Sexual harassment is behavior that denigrates or mistreats an individual due to his or her gender, creates an offensive workplace, and interferes with an individual being able to do the job.[17] Teams[edit] Main article: Team Job-related attitudes and emotions[edit] Organizational behavior deals with employee attitudes and feelings. Job satisfaction is the feelings one has about the job or facets of the job, such as pay or supervision[18] Organizational commitment is the extent to which employees feel attachment...
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...and daunting for those in leadership. There can be a variety of issues and there must be a systematic approach to solving them. Churchman (1979) suggested that analysis of a system ought to determine whether influences on the system are environmental, systematic, or neither, for such influences are potential growth and survival factors. The leadership must assess each component and how they are to show growth and improvement in their school. At Spring Mountain Elementary School, there are a large number of issues that overwhelm the environment of the school. In my opinion, these factors are what prohibit the school from making any strong gains in the community and with student achievement. There are factors ranging from the staff’s perception of bullying, the stress of teachers and how it impacts the learning environment, and having enough physical activity for students. Considering the factor of the perception of bullying by staff members at Spring Mountain, there is a tainted image of bullying and the approach to such possibilities is not addressed. At Spring Mountain the teachers are very loving and supportive of the students. I have seen many incidents of students who were having meltdowns or issues from home or other problems being nurtured and taken care of by their teachers or other adults involved in the situation. This is a great sign that students are being acknowledged however I have not seen where students are able to deal with bullying to the teacher. I have students...
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...Bullying: When Does Harmless Teasing Cross the Line? A Study on Bullying Leslie Babcock National American University Technical Communication May 2, 2012 Letter of Transmittal Date: May 2, 2012 To: From: Dr. Mauer Leslie Babcock 328 W. Grand Avenue 1400 East Kay Haysville, KS 67060 Haysville, Ks 67060 USD 261 Superintendents Dear Dr. Mauer: Enclosed you will find the results of the questionnaire distributed last month, and my recommendations on the topic; Bullying: When Harmless Teasing Crosses the Line. I have learned a lot about bullying in your school district from the parents, students, administrators and staff. I am convinced that the information that has been gathered will help you in putting together some anti-bullying programs for the students in your district. Thank you for your support through this process, and for allowing me to hand out the questionnaire and conduct interviews with you and your staff. Although some of the results vary greatly between the parents and students, and administrators and staff, I believe that if everyone works together on this topic, we could accomplish a lot. I would be willing to work with you on setting up programs to help the bullies and the bullied, and I would also be willing to volunteer my time to help students. I appreciate all the time you have put into helping me, and have learned a lot while gathering all the evidence that follows. Please feel free to contact me about...
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...serve as a tool of preparation for the doctoral program. The purpose of developing and reviewing a comparison matrix is to ultimately compare, contrast, and synthesize researchers’ discoveries and conclusions in their works. The comparison matrix in reference, focuses on different facets of bullying in professional environments. The first article, titled, “Individual and situational predictors of workplace bullying: why do perpetrators engage in the bullying of others?” is an examination of the explanation(s) that aggressors tend to intimidate their co-workers. The second article, “Does trait anger, trait anxiety or organizational position moderate the relationship between exposure to negative acts and self-labelling as a victim of workplace bullying?” highlights traits relative to whether or not an individual is indeed a victim of bullying and the correlation between bullying actions. The emphasis is on influences and determinants that may result in a person falling victim to workplace bullying. The third article (unlike the previous two articles) is one selected absolutely by each student for their own matrix. In this case, the third and final article, “Neutralizing workplace bullying: the buffering effects of contextual factors” sheds light on the direct and buffering effects of three contextual factors in work...
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...commonly used to measure exposure to workplace bullying through surveys: participants indicate how frequently they are exposed to different bullying behaviors or negative acts that neither refer to the concept of bullying nor ask for bullying recognition (Giorgi, 2012). Having the ability to use different operations on one conceptual variable gives a researcher the ability to key in on the conceptual variable of interest. Using conceptual and measured variables will show the relationship between the two variables. Measured variables can be divided into two types: nominal and quantitative variables. A nominal variable is used to name a particular characteristic i.e. if a person is a male or a female. Quantitative variables use numbers to show how a person has a distinguishing effect. In the operational method two measurement scales are used, the first is the interval scale where there are equal distances between scores on a measure that are comparable to the changes in the conceptual model. Interval scales have a true zero point. A ratio scale allows for the division and multiplication of values. In an ordinal scale, numbers represent if there is more or less of a conceptual variable but, there is not an exact indication of the interval between individuals with the conceptual variable. The findings of this study are also in line with the premises of several theoretical frameworks that suggest a reversed linkage between climate and bullying, rather than a linear causation (Giorgi and...
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...Organizational Behaviour Purpose: The purpose of this paper is to examine the inter-relationship of incivility and toxicity, how bullies are able to become toxic managers, and how they are allowed to develop in a toxic organization. We also analyze the development of organizational pain and how toxin handlers deal it with. Finally, we hope to assess if there is any validity to claims that ‘Generation Z’ is responsible for the recent prevalence of workplace toxicity. What is a toxic workplace? Overview of Toxicity: “Violence, aggression, bullying, tyranny, harassment, deviance, and injustice …” (Cortina 2001), the ‘magnificent seven’ anti-socialites comprising Workplace Toxicity. A relatively new field of study, the idea of workplace toxicity develops from the impact of bullying, and the emotional consequences it has on the organization. There has been surging interest over the past two decades on the cause and effect of bullying in the workplace (Rayner, 2002); and an ever-growing number of studies, since Leymann in 1990, would suggest that interest in this field may be attributed to the increase of disgruntled employees and employee violence which became prevalent in 1986 (the USPS incident in Edmond, Oklahoma). “There are three inevitable results of toxic workplaces: Poor Performance, Severe Health Issues, and the Loss of Talented Employees. “(Amy Scholten) A toxic workplace can be essentially summed up as any organization where there is an overwhelming sense...
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...education. But although school is necessary and beneficial for becoming productive citizens, there are experiences such as bullying and racism that make them not want to go. These experiences end up marking youth for the rest of their lives. Some children find an outlet to their problems by bulling others. Over the years bullying has grown tremendously affecting our schools and communities and as a result our future generations and their lively hood are at stake. Historically, bullying took place in the mid 1970s. Dan Olweus, a research professor of psychology, was the first to conduct an intensive study on bullying among students using his own systematic researching methods (Voo, 2007, p. 112). He created the Olweus Bullying Prevention Program (OBPP), which had significant results in reducing school bullying (Hazelden Foundation, 2007). Olweus’s efforts and solutions contributed greatly to the fight against bullying increasing awareness, initiating other professionals to conduct more research, and expanding the knowledge of bullying (Voo, 2007). Because of Olweus’s efforts researchers suggest that there have been a positive impact on decreasing school violence and bringing safety awareness to schools. Bullying and racism are problems that have been a part of America’s history for many years. Bullying can be verbal, physical, I chose to discuss bullying and racism because there have been an increase in our future generations. By discussing these problems, my goal to increase...
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...Professional Identity The school counseling profession has evolved over time into a collaborative model. This collaborative model involves teachers, school administrators, parents, counselors, other school personal, and community stakeholders. The first guidance program was developed in 1895. In 1926 New York became the first state to require guidance workers to be certified; in 1929 New York became the first state to have full time guidance workers. In 1952 the American Personnel and Guidance Association (APGA) was established, now known as American Counseling Association (ACA). In 1952 The American School Counselor Association (ASCA) was established. In 1958 the National Defense Education Act was passed, which increased training and hiring of school counselors. In 1964 NDEA Title A was passed, providing counseling to elementary schools. In 1997 ASCA published their National Standards, providing benchmarks for student’s competency in academic, career, and personal/social domains. In 2003 the ASCA National Model was published as a framework for school counseling programs it was revised in 2005 and 2012 (Erford, 2015). The collaborative model of school counseling is a cooperative process where the school counselor “helps others in the school community to think through problems and to develop skills that make them more effective in working with student” (Erford, 2015, p.35). Through this model the school counselor partners with parents, educators, and community resources and organizations...
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...Workplace bullying case study Problem definition: Workplace bullying, is the tendency of individuals or groups to use persistent aggressive or unreasonable behavior against a co-worker or subordinate. Workplace bullying can include such tactics as verbal, nonverbal, psychological, physical abuse and humiliation. It can come in different forms and shapes. • Unwarranted or invalid criticism • Blame without factual justification • Being treated differently than the rest of your work group • Being sworn at • Exclusion or social isolation • Being shouted at or being humiliated • Excessive monitoring or micro-managing • Being given work unrealistic deadline Justification for problem definition: Workplace bullies often operate within the established rules and policies of their organization and their society - Hence they follow the procedure. Bullying in the workplace is in the majority of cases reported as having been perpetrated by management - the impact is usually critical to both the individuals and the business. * Employees physical and mental health problems: * High stress; post-traumatic stress disorder (PTSD) * Financial problems due to absence * Reduced self-esteem * Sleep and digestive disturbances * Increased depression/self-blame * Family tension and stress * Impact on Organizations: Each of the individual consequences listed above can be very costly for the organization. Costs of bullying generally...
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...Organizational Behavior: Case II: Bullying Bosses 1. Of the three types of organizational justice, which one does workplace bullying most closely resembles? Ans. Out of the three types of organizational justice, bullying most closely resembles interactional justice in which the individual’s perception of the degree to which he or she is treated with dignity, concern and respect. What one person may see as unfair another may see as perfectly appropriate 2. What aspects of motivation might workplace bullying reduce? For example, are there likely to be effects on employee’s self efficacy? If so, what might those effects be? Ans. Workplace bullying may reduce an employee’s esteem, safety and security, and self actualization according to Maslow’s Hierarchy of Needs. Workplace bullying can also affect one’s self efficacy. An employee with low self efficacy, when bullied, can experience a decline in their already low self efficacy which may decrease his/her need for achievement, need for power, and need for affiliation based on McClelland’s theory of needs. There are not too many people, which if they are being bullied would want to achieve a new position, attain power, or even want to belong to such a company where other employee’s are bullies. 3. If you were a victim of workplace bullying, what steps would you take to try to reduce its occurrence? What strategies would be most effective? What strategies might be ineffective? What would you do if one of your colleagues was...
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...Abstract This paper explores five published articles as they relate to the concept of Lateral violence (LV) within the nursing profession and how it directly affects the work environment. The concept of LV is also known as abusive behavior, horizontal violence, bullying, aggression, horizontal hostility, verbal abuse or “nurses eating their young”. There are four main themes that appear throughout the five articles. The negative effects that LV has on nurses’ health, moral and sense of worth. The negative impact that LV has on patient care and outcome. The negative impact that LV has on the recruitment and retention of nurses by health care organizations. And who should be responsible for eliminating the phenomenon. Within the articles there is a shared belief that strong leadership is needed to create codes of conduct and enforce zero-tolerance policies. Employees should be provided education and training on effective communication skills as well as conflict resolution. Furthermore nurses should hold themselves accountable through adopting and modeling professional ethical behaviors so that LV can be eradicated from the professional workplace. Keywords: abusive behavior, lateral violence, horizontal violence, bullying, aggression, horizontal hostility, verbal abuse, nurse eating their young. Thesis Even though nursing is known as a caring profession, it is not uncommon to find Lateral violence (LV) within the field of nursing. Lateral violence is a negative phenomenon within...
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