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Workplace bullying research paper
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Workplace bullying research paper
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One person gets bullied the bully gets bullied by others. Everyone is a bully now in today’s society, women, men, children, ourselves even our president is a bully. As a child I was always bullied, I’d receive unpleasant hurtful remarks from my classmates. Dan Olweus statement about bullying decreasing is false, just because there isn’t anyone who’s ended their lives recently doesn’t mean bullying has stopped. Bullying is always a problem, people just choose not to listen.
Merriam Webster’s definition of bullying is “the abuse and mistreatment of someone vulnerable by someone stronger, more powerful”. So to be a bully it means that the strong pick on the weak because they can. Examples can be seen when co workers continuously mess with one person, or the classic big kid picks on little kid. That definition proves that bullying needs to be stopped
Nurses who are victims of bullying might take more sick days, look for opportunities from other organizations and abandon their occupation. Absenteeism from work caused by horizontal bullying is increasing. Many nurses do not have the encouragement or the capability necessary to manage with bullying and just fail to come to work in order to avoid the experience, mainly if they are aware that they are going to be teamed up with a “bully” for that certain shift. Absenteeism increase to costs that are not necessary for the organizations and adds a burden to the remaining staff, resulting to an increase turnover and nurse disengagement. While interning at the Miami Jewish Health Systems, the report shows about 150 nurses who quit at the same time due to horizontal bullying.
Bullying amongst nurses causes detrimental effects on patients and healthcare professionals, creating a toxic work environment with negative work performance. Many nurses are threatening to leave an already understaffed profession. Proactive measures such as implementing anti-bullying policies, providing education, fostering a culture of support and accountability, and promoting open dialogue among team leaders can help in the resolution of this epidemic. By addressing the implications of bullying, healthcare organizations can create an atmosphere that encourages collaboration, enhances well-being, improves patient outcomes, and puts a stop to the stigma of “nurses eat their
The study had a more diverse sample size and covered more aspects of bullying and lateral violence than just the characteristics of the suspect. The study focused on mental health, family and friend support, and also finding ways to minimize workplace bullying before it becomes a larger problem. Through the research of Karatza et al. , one could
As Whitmore states, “Leaders also need to create a culture of “zero tolerance” for bullying and other forms of intimidation in the workplace. Whitmore said that he believed companies that do a good job of dealing with lower forms of workplace violence such as these are also better at preventing
Monday, October 12th, I completed service hours at the nursing home. I had the opportunity to take elderly residents for walks. I took 2 different residents for thirty minute walks. The two women I walked with were Rosalee and Marilyn. I walked them each around the walking track one time.
“Bullying is generally viewed as a specific form of aggression. Most authors describe bullying as repeated and lasting negative actions of 1 or more children (the offender[s]) directed to a specific child (the victim). The victims are typically not able to defend themselves” (Van Der Wal Par.3). The behavior of the bully is caused by a form of aggression in which their victims can't defend themselves.
Approximately 20,000 questionnaires were designed to complete this study. The authors reported that the humiliation, loss of self-respect and racism in class rooms are the basic causes of bullying. Their analysis has the set of independent variables in the form of study year, gender, age, living areas, religion, family background and country (Nordhagen, Nielsen, Stigum, & Köhler, 2005, p. 695). The results have significant difference with the respect of different geographical locations. The developed areas are more likely to face bullying effects then the under developed areas (Nordhagen, Nielsen, Stigum, & Köhler, 2005, p. 697).
Reports of workplace bullying is a major issue for professionals. More than one in three employees has fallen victim to intimidation, making them feel embarrassed, angry, ashamed, confused or upset. Dr. Daniel Scott, author of “Verbal Self Defense in The Workplace, stated that in the current financial climate, there is extra pressure on managers and workers to drive results, which has led to more hostile objectives, increased pressure, more criticism of co-workers and very real concern for job security”. What bullying behavior is for you? How to spot it?
From the early stages of childhood, one is taught to protect themselves and strive to be the last man or woman standing. Although we do not necessarily see it as part of our nature, the action of "bullying" has been passed on to us since the beginning of times. Humans were created to survive, and with trying to live comes competition. Suppressing, intimidating, verbally attacking or physically hurting someone who is weaker to obtain something in return or for personal pleasure can be one of the many definitions we have gave to the term "bullying". Coming from within our way of living, this act of bullying may never be completely stopped, but what this society should work towards is to teach others that there is a way to fight back and foremost that there is always a way to help
(Reknes et al. 2013). Rodwell and Demir (2012) defined bullying as a situation in which individuals perceive themselves as the victims of undesirable actions, enduringly over a period of time, by one or several others. Besides, they further pointed out that nurses are especially vulnerable, and at higher risks of bullying. As work conditions are differ from hospitals, unit and area (Rodwell and Demir 2012), it is not easy to evaluate the bullying from patients and relatives. Thus, the following discuss will place emphasis on the bullying occurs between colleagues.
According to Australian Government Comcare (2009) bullying result in real cost to both the Organization and the individual. As well as constitutes significant risk to the health, safety and wellbeing of the individual and can lead to serious psychological injury. This Essay will describe why workplace bullying is an important issue for an organization in managing people at work describing Human Resource Management (HRM) and Human Resource Development (HRD), Industrial Relations (IR), Organizational Behavior, Psychology and Sociology.
Other important agents are social norms and organizational culture. Bullying and workplace harassment adversely affects the individual victim, the employer organization and at large, the economy. The existence of unsafe work environment characterized by bullying and harassment undermines the business growth and profitability of organizations and also leads to a damaging impact on the organization’s corporate image. Employer organization consequently has to pay in terms of litigation, increased staff turnover and loss of morale, absenteeism, potential workers’ compensation claims etc.
Theoretical Framework This study is postulated on the theories, concepts and principles regarding on Workplace Bullying and its impact on employees productivity and performance. According to Einarsen’s conceptual framework Model (see Figure 1) of the nature and cause of workplace bullying (Einarsen 2003; as cited in Einarsen, 2005), three elements can describe the causes of workplace bullying: individual, social and organizational. Hoel and Stalin (2003; as cited in Lewis, 2004) suggested that there are four antecedents to organizational causes of workplace bullying, namely: the changing nature of work, how work is organized, the organizational culture, and leadership. The changing nature of work can be attributed to globalization, mergers and the current economic recession, among others (McCarthy, 2003).
