Annotated Bibliography On Workplace Bullying

Bullying is found in the workplace as well. Types of workplace bullying can include: threat to professional status, threat to personal standing, isolation, overwork, and destabilisation. Questionnaires were sent to 1,580 National Health Service community trust employees and 1,100 completed surveys were recorded. Out of these, 294 employees (27%) reported being destabilised and 255 (23%) reported being isolated in the workplace (Quine 230). Destabilisation in the workplace often entails giving an employee meaningless tasks or not giving them the credit for what they have done. Withholding training or special opportunities away from an employee are types of isolationism. While being destabilised and isolated are both passive acts, they are forms of bullying. Even though bullying is considered a childish act, it occurs in adulthood, and that is

Bullying in the workplace has always been an issue that has not been given much importance. It is indeed a problem that should be addressed by the concerned personnel because it can result in many health and safety issues, especially when nurses are bullied at their workplace. From the beginning of times, people who are deployed at a senior post to tend to look down upon the students or new people who have just started work. Nursing is also one of the professions in which the fresh graduates or students are bullied to the extent that they feel that they would not be able to face their seniors. They start developing inferiority complex and are unable to perform their job well. When they are taunted by their seniors and preceptors about their lack of knowledge and experience, their confidence is shattered. This implies that when they are handling a case, they are not confident if they are doing the right thing or not. In this tussle, they sometimes do not even perform the task they were really good at and put the health and safety of the patient at stake.

Bullying and harassment within the workplace can be attributed to a myriad of factors. The work

Bullying influences everyone within an organization, not just those people who are being targeted. It also impacts the families and friend of those being bullied. People who witness bullying are also affected by this behavior. The idea of bullying has been an international matter of concern for the past 20 years. When bullying was first identified, it was called as “mobbing” by Heinz Leymann (1996).

The article provide five table illustrations. Table one is about the demographic characteristic of the targets of the workplace bullies. The table displays the characteristics of social workers ranging by age, gender, and demographic. Table two is about organizational settings and roles of targets. The table displayed supervisors, colleagues, subordinates, and clients were all identified as bullies. It showed that women were more than twice as likely (67%) to be identified as bullies as were men (33%). Table three is about the most troubling bullying behaviors. It showed that verbally and covertly hostile actions were the most troubling bullying behaviors in the workplace. In addition, being treated with disrespect and having work de-valued as the hardest aspects of being bullied at the workplace. Table four was the summary characteristics of bullies. The study showed the characteristic were either passive or assertive by the Coping Scale. The passive behavior had a ranging score of 24 and assertive was of 60. The median and mean scores were 42.5, and a multiple modal score. Table five was the classification of responses to coping scale as passive or assertive

Bullying which is the intentional act to inflict harm, threaten or abuse of others, can range in many ways. Kathryn Hawkins on the article the Office Bully, outlines various issues of this concept. Kathryn states that sometimes people become overconfidence that they left bullies in their past lives maybe high school, but later found out the bullies have ultimately become their bosses. Secondly, bullying may occur when bullies wants to dominate and gain back their powers if they feel endangered. So they tend to overcome their fear by threatening others. Also Kathryn articulates that even the conditions of the workplace can cause bullies to abuse their targets and workplace bully can be difficult to deal with. Although Kathryn has suggested some solutions about these issues, the claim presented does not put up with the issues, rather an encouragement.

Cleary, M., Hunt, G. E., Walter, G., & Robertson, M. (2009). Dealing with bullying in the workplace. Journal of psychosocial nursing and mental health services, 47(12), 34-41. doi:10.3928/02793695-20091103-03

This paper compares three studies on workplace bullying. The studies were conducted because workplace bullying is an epidemic that needs to be addressed and it needs to be understood to help future organizations prevent workplace bullying.

The scope and depth of the concept is vast. In addition to workplace bullying, there is school bullying, physical bullying, cyberbullying, sexual bullying, verbal bullying, and family bullying. The concept of bullying can be seen in many situations, but the use of workplace bullying is very specific to a place of employment. Furthermore, workplace bullying in nursing is seen in hospitals, clinics, nursing homes, and other medical facilities where nursing staff may be employed. On a broader level, workplace bullying impacts healthcare professionals in general wherever they may be employed. Workplace bullying outside of healthcare and nursing is also evident, especially in fields such as business and

Fitness (2000) found that employees bullied by subordinates may be more likely to confront the offenders than employees bullied by superiors. (Trépanier, Fernet, & Austin, 2015) found out that employees who are victims of bullying at work may be able to satisfy their need for being valued and connected to others at work through other means such as confiding to other colleagues about the situation to obtain

Unfortunately there is not only bullying in schools, there is bullying in the workplace as well. These are unacceptable behaviors that arise within a workplace situation. Bullying the workplace can take many forms and it’s not easy to always identify. The Fair Work Act 2009 made recent amendments that came into effect in January 2014 to define workplace bullying as occurring when an individual; group of individuals; repeatedly behaves unreasonably towards the worker, group of workers of which the worker is a member; and the behavior creates a risk to health and safety (Le Mire & Owens, 2014). This definition focuses on three main elements of bullying behavior, it is repeated, unreasonable, and creates a risk to health and safety. All three elements must be satisfied in order for bullying at the workplace to be found. Bullying behaviors could be things that are victimizing, humiliating, intimidating or threatening, but it is not limited to just those behaviors.

Workplace bullying is a widespread issue in which people need to be educated on in order to put an end to it. Its causes are complex and multi-faceted and yet preventable. Workplace bullying puts unnecessary strain on the employees It is the employer and organizations responsibility to provide a bully free environment for their employees. Employees should have the right to feel safe in their work environment and be free from workplace bullying. Employers need to be held accountable and have a plan in place to protect the employees from this type of violence. Unfortunately that is not always the case, in some instances the employer is the one doing the bullying. Workplace bullying carries many definitions in which will be

Bullying, harassment and discrimination amount to core issues in all workplaces and are an integral connection between employee relations and effective human resource management. Bullying and harassment occurs when an employee is mistreated and victimized by fellow workers or supervisors through repeated negative instances of offensive slurs, detrimental feedback, verbal abuse and intended isolation through social exclusion. These instances correlate to “low satisfaction with leadership, work control, social climate, and particularly the experience of role conflict” (Einarsen et al. 1994). Not all departments within

On the other side, discussed the types of workplace bullying including top-down, lateral and bottom-up. Moreover, there are different sign and symptoms of workplace bullying in nursing which are related to physiological, psychological, psychosocial and well-being. Different impact of workplace bullying on the profession of nursing for examples; increase rate of turnover, patient care errors, increase absenteeism, less work performance. Finally, concluded that bullying is not a current issue in nursing, so first requires everyone in the workplace to have a clear understanding in the workplace. There are different types of ways included in the second part of this article like- standards, legislation and case law which are very useful for prevention bullying as well as promote self-awareness, encourage employees about self-manage, interpersonal conflict, education through developing a program in which programme organizational should be apply the race principles included; recognize, assess and control the bulling in nursing workplace and lastly evaluate the measures which put on the actually working

Workplace Bullying Institute states, "many studies acknowledge that there is a “fine line” between strong management and bullying. Comments that are objective and are intended to provide constructive feedback are not usually considered bullying, but rather are intended to assist the employee with their work. If you are not sure an action or statement could be considered bullying, you can use the “reasonable person” test. Would most people consider the action unacceptable (Oppermann, 2009)?" The practice of bullying may be executed by an individual against the other, or can alternatively engage many individuals working as a group. Although, the border line that separates strong management and bullying can be indistinct, an individual who perceives that he or she is targeted for uneven treatment is possibly being bullied. The National Institute of Occupational Safety Health (NIOSH) indicates that mental disorders among the different workforce, said to be brought by workplace bullying, impacts to an employment loss which may reach the tune of $19 billion, as well as a decline in output of $3 billion Douglas (127). Workplace bullying happens anywhere within the workplace though; it flourishes in places where there exist weak inter-staff relations and workplace environments that experience increased cases of job insecurity. Workplace bullying may sometimes be practiced as a cultural principle, for instance, in the