Workplace bullying pdf

Victims of workplace bullying often exhibit lower levels of self-esteem and feel that their personalities caused them to be bullied. Keywords: Managing, Workplace, Bullying all employees are aware that workplace bullying is a form 1. Introduction of harassment and will not be accepted or tolerated. Workplace bullying is an important problem in the Bullying in the workplace is a problem that is more workplace which is attracting increasing recognition and common than most people think.

Bullying can create a has become an issue of concern for human resource hostile work environment, which makes people miserable practitioners, management, workers and all actors in and hurts work productivity. The Workplace Bullying employment relations. While bullying occurs regularly Institute defines workplace bullying as repeated, health- within the workplace, victims tend to be apprehensive harming mistreatment of one or more persons by one or about reporting it due to the difficulties often associated more perpetrators.

Workplace bullying, once a condition with proving it. Workplace bullies generally use words and suffered in silence, has garnered widespread attention in actions to intimidate their victims. A workplace bully may recent years and has become an important issue to be be a boss or co-worker or even subordinate.

Workplace addressed especially by human resource managers who can bullying can take shape in many unidentified forms like by virtue of their jobs influence policies and procedures to being forced to stay late, being given extra work compared ensure that the issue is addressed.

The Objectives getting a fair increase in salary. It is a form of harassment which is very unpleasant and This paper explores the concept of workplace bullying to constitutes one of the most difficult to control aspects of determine its exact nature. It looks at the features, sources, employment relations with high costs to both employees types and tactics of workplace bullying. It also examines and the organization. Workplace bullying is now a dilemma the consequences of workplace bullying and how to deal that is too expensive to ignore.

Its increased recognition with workplace bullying. Nevertheless, Idowu indicates that while behaviours involved in bullying are 3. Literature Review very common in everyday life, they result in serious harm when occurring on a regular basis. Victims perceive 3.

The Concept of Workplace Bullying repeated and aggressive behaviours as bullying if such behaviour is perceived as being hostile, directed towards Workplace bullying involves the tendency of individuals oneself especially where the victim is unable to defend or groups to use persistent aggressive or unreasonable himself. The subject of workplace bullying is particularly difficult because, 3. Features of Workplace Bullying workplace bullies often operate within the established rules and policies of their organization and their society.

Several Owing to the fact that workplace bullying takes place in different terms are used to describe the concept ranging very many different contexts and forms, the need arises to from workplace bullying, harassment, workplace describe it using the key features the behaviours possess.

Also, there is no generally agreed upon abusive behaviours persistently targeted at one or more operational definition possibly usable in research and persons in work settings that can involve work obstruction, theory construction.

However, several researchers have public humiliation, verbal abuse, threatening behaviour, endeavoured to define it. Amongst others, observes some literature define bullying from a legal workplace bullying is characterized by repetition occurs perspective, while others view it from the harassment regularly ,duration endures ,escalation increasing perspective. Some categorize all harmful boss behaviours aggression , power disparity the target lacks the power to and actions of mal intent directed at employees as bullying.

Others separate behaviours into different patterns, labelling Repetition - Workplace bullying is mostly a repeated some of those behaviours as bullying. It often 2 Namie and Namie asserts that bullying is involves numerous hostile interactions and transactions e. They also Duration- Again, workplace bullying occurs frequently suggest that workplace bullying involves repeated, health- and extends over long periods of time. Escalation - Adams and Crawford affirms that 3 Cortina, Magley, Williams, and Langhout sees workplace bullying is escalatory, starting with occasional workplace bullying or incivility as an act that may not be a subtle, indirect insults or rude remarks and growing to more blatant attempt to harm but nevertheless causes distress.

Power disparity aggression at work that includes personal attacks, social can result from how bullying relentlessly wears down ostracism and a multitude of other painful messages and targets or can be structural in the form of the bullying boss. Bullying is an abuse of the power relationship communication, manipulation of work, and acts aimed at between the bully and the victim. It has to do with power, humiliating or degrading one or more individuals that real or perceived and it is used to make people do things create an unhealthy and unprofessional power imbalance they do not have to, or stop them doing things they are between the bully and target s , result in psychological entitled to do.

While target and witness defines bullying as aggressive behaviour from the resistance is common, and collective resistance can deliberate intent to cause physical or psychological distress sometimes stop bullying, individual workers are often to others. The typology employs five and supervisors may sometimes be seen as bullies. Consequently, teasing, name calling, insults, and intimidation. Fourth is overwork which humiliation, degradation, devaluation, loss of professional involves undue pressure, impossible deadlines, and reputation and eventual exit of the target from the unnecessary disruptions.

Fifth is destabilisation which has organization with all the concomitant, financial, career, to do with failure to acknowledge good work, allocation of health and psychological implications that one might meaningless tasks, removal of responsibility, repeated expect from a protracted traumatizing experience. Reasons for Workplace Bullying 10 Field gives another typology of workplace A person bullies in the workplace for several reasons. Using One of such is to boost their self-esteem, ego and self- this typology there is serial bullying in which the source of worth.

Next is Power. Bullies could abuse their positions all dysfunction can be traced to one individual, who picks of power in order to gain control over their victims. There on one employee after another and destroys them, then is also organizational culture.

The morals and values dictate moves on. It is one of the most common types of bullying. Next deal with a serial bully causes the general behaviour to is difference. Being new to an organization or considered decline and sink to the lowest level.

Again we have pair "different" among counterparts may cause a person or bullying which takes place with two people, one active and group to become primary targets of workplace bullying.

In addition, Another reason is perceived threat. Bullies may view an there is gang bullying or group bullying involving a serial individual as a threat both personally and professionally. Gangs can occur anywhere, but Workplace bullies, and bullies in general, seek validation flourish in corporate bullying climates.

It is often called and often struggle with personal emotional issues. Being mobbing and usually involves scapegoating and bullied at the workplace can also become emotionally victimisation. It can lead to resignation from parties are encouraged to fight.

It is the typical the job because of the stress incurred or far worse, "triangulation" where the aggression gets passed around. Others types of workplace bullying include regulation bullying where a serial bully forces their target to comply 3. Types of Workplace Bullying with rules, regulations, procedures or laws regardless of their appropriateness, applicability or necessity.

Another is There different typologies of workplace bullying. Using residual bullying which is characterized by a situation in the perpetrators typology, workplace bullying can be which after the serial bully has left or been fired, the categorized as downwards, horizontal or upwards. Next is legal bullying involving Downward is that perpetrated by management or superiors bringing a vexatious legal action to control and punish a to subordinates and it is regarded as the most common.

It is one of the nastiest forms of bullying. There is Horizontal bullying involving peers bullying peers while also pressure bullying or unwitting bullying which has to upwards has to do with subordinates bullying managers.

Bad employers use inadequate resources. Again, bullying can be is soft. Next is organizational bullying involving a covert or overt, may be missed by superiors or known by combination of pressure bullying and corporate bullying. It many throughout the organization. More so render services. Furthermore, all the resources an organization or nation needs human there is client bullying in which an employee is bullied by resources are the most important.

Human beings make customers or those they serve. Lastly we have cyber things happen and efficient human beings make things bullying where information and communication happen efficiently. Apart from being the most important technologies are used to support deliberate, repeated, and factor of production, human beings are themselves the most hostile behaviour by an individual or group, that is intended dynamic, complex and unpredictable resource.

They to harm others. Workplace Bullying Behaviours goods and render the services, which they themselves Workplace bullying mostly involves behaviours of a consume. The cost of bullying to an organization is enormous. It Bullying behaviours vary from ostracizing victims to includes illness among the workforce resulting in loss in spreading rumours and betraying trust.

Bullying behaviours employment, replacement costs of those who leave as a may be couched in humiliation and hazing rites and result of being bullied or witnessing bullying, the cost of iterative programmes or protocols framed as being in the litigation should victims bring suits against the organization, best interests of employee development and coaching. As drop in productivity and higher levels of absenteeism. Not 11 Smith observes some forms of bullying manifest managing conflict and bullying type behaviours effectively from legitimate or expert power through behaviours like brings large financial costs and erodes organization human verbal reprimands or abuse, allocation of undesirable work resources asset.

Low productivity is another major problem duties, and tighter and closer supervision. Workplace usually attributable to workplace bullying. A similar bullying can include such tactics as verbal, nonverbal, consequence of workplace bullying is absenteeism.

Studies psychological, physical abuse and humiliation. Other studies also identify high victim's thoughts or feelings at meetings , silent treatment , turnover rate as a major consequence of workplace bullying. Other victims, victims being singled out and isolated from other consequences include employee poor morale and low levels co workers, yelling, screaming, throwing tantrums, stealing of motivation.

Bullying 3. Consequences of Workplace Bullying creates a hostile work environment or sometimes the loss of a loyal or good employee.

Workplace bullying has several costs and consequences for both employers and employees some of which are 3. Gender and Workplace Bullying financial and psychological. The human resources of any organization are very crucial to organization and managers Workplace bullying is usually not based on position or understand that workers are the most important contributors gender. A survey by the targeted individuals, and lead to a decline in employee Workplace Bullying Institute suggests that women can be morale and company culture.

The study affirms that human resources, materials, time, and information, that is, thirty-five percent of Americans reported being bullied at capital, natural and human resources. Capital and natural work and that women make much nastier office bullies than resources are passive agents of development, but human men. The same study notes that workplace bullying is four resources are active agents since they alone are capable of times more common than sexual harassment and racial accumulating capital, exploiting natural resources and discrimination.

This can be be hyper-aggressive to get ahead especially in male- fruitful and beneficial in bringing claims against a dominated occupations and environments. Again, women workplace bully. They also have a tendency to get unfairly information individuals have on them in the workplace as vindictive with each other and hold long grudges often this can significantly reduce criticism and allegations.

Victims can also try to familiarize themselves with possible 16 Aluko affirms that women sabotage the careers anti-bullying procedures associated with the organization of other women by being unsupportive.

The study posits for a better understanding of the reporting process against that multiple standards is more common with females and workplace bullies. Victims often do not possess the positions, then promptly haul up the ladder right behind self-confidence and self-esteem to lodge a complaint and them.

In addition 17Onadeko opines that while some may feel powerless to report due to fear of job dismissal. Statement of Hypotheses accord fellow women leaders as much respect as they would male leaders. However, because men HO1: There is no significant relationship between gender are seen as the problem-solvers while women are viewed as and workplace bullying.

Workplace bullying by perceived female bosses also tends to be under-reported because men organizational responses and willingness to make who do complain about being bullied by a woman are complaints on workplace bullying.

Therefore men HO3: There is no significant relationship between tend to leave rather than deal with the problem, a situation perceived that is detrimental to the organisation as it loses the talent organization culture and level of workplace bullying. HO4: There is no significant relationship between self Unfortunately, women are also more likely to become esteem and workplace bullying. Studies conducted by the Workplace Bullying Institute found a strong gender 5.

This study was aimed at examining the exact nature of workplace bullying and its consequences. Questionnaires 3. Dealing with Workplace Bullying were administered in a field survey spanning two months Victims of workplace bullying can deal with it in several between July and August The survey consisted of ways.

One of such is to seek the advice of trusted mentors participants selected from different organizations who may have dealt with such situations before. Another including the public education, finance, communications may be to where possible confront the bully in a and health sectors in Lagos Nigeria.

Care must be taken by the victim not to allow the the population. Victims must also ensure that purposive sampling. The response rate was This can be quite effective because refusing to let the The survey sought information on features, sources, workplace bully achieve the aim of wanting the victim to targets, experiences and organization responses to fail defeats them. This is because the spread the word that the victims are not doing their jobs organization has not only extensive experience with well and may report even the smallest infractions.

The study measured Furthermore targets of workplace bullying must ensure that workplace bullying using variables identified by the they are not isolated from their colleagues. It is important workplace-bullying institute. A pilot study was conducted to bear in mind that regaining power and control over the among with 30 respondents and a few modifications were situation is fundamental to coping with workplace bullying.

Chi square statistics was used to test the hypotheses. The reliability of 6. Sandvik and 14Awe found that most targets of workplace bullying felt their employers took no actions 6. Not every mental health professionals understand how workplace bullying can impact a person.

Here are WBI approved trauma-informed counselors. Recommended for anyone seeking personal recovery after emotional abuse. Targets tend to believe that workplace bullying is unique to them, so we asked some survivors to share their stories. Finally, an intervention for offenders for accountability. Leadership is ready to act. Choose our Respectful Conduct Clinic a 1. Behavioral, not personality, change results.

Program includes training, assessment, skills coaching and compelling a commitment regarding future conduct. In concert with a clear Policy and offenders held accountable, achieve culture change by providing Awareness Raising Education.

Additional instruction is available for a team who volunteer to support colleagues to make them Experts in bullying. Turn your Union into an Anti-Bullying Machine!

Train a Team of Experts to assist and fight for bullied members. Lessons gleaned from two decades of partnerships with Unions. Gary Namie, PhD, has the distinction of having testified as an expert witness in the first U.

Opinions and reports are based, in large part, on empirical peer-reviewed scientific research. Learn more about his Expert Witness services here. WBI Research. The new, U. This national scientific survey was funded by gracious GoFundMe contributors, and is our fifth nationwide study.