Policy Analysis: Prevention and Management of Workplace Bullying in NSW Health
Added on 2023-06-12
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Running head: POLICY ANALYSIS
POLICY ANALYSIS
Name of the student:
Name of University:
Author Note:
POLICY ANALYSIS
Name of the student:
Name of University:
Author Note:
1POLICY ANALYSIS
Introduction:
The policy of anti-bullying measure in the workplace has enough depth as it correctly
has identified the issues of workplace bullying in the health sector of Australia. The policy to
be analysed here is Prevention and Management of Workplace Bullying in NSW Health
which was published in the year 2011 (Health.nsw.gov.au, 2011). This particular policy is
one of the most important to ensure the fundamental concern for respect of all the human
beings. The concept of bullying in the healthcare is an important issue to discuss. This can
lead to psychological harm as well as negatively influence the process of healthcare. Bullying
id confused with harassment violence and aggregation which may lead to suicide among the
patients as well as healthcare employees (Erdogan & Yildirim, 2017). This is due to the fact
that various racial as well as ethnic issues greatly influence the perceptions, behaviour of the
employees in the healthcare sector of Australia and late or incompetent response to
interventions have increased the issues more (Ross, 2017). The patients of the hospitals have
been found to be mistreated by the doctors based om their race. The evidence of biasness and
harassment among the employee relation and management have been recorded due to
migration and different cultural background This policy has mandated the health
organisations to develop and manage a supportive workplace which will provide clear
regulations of the organisational expectations of their staffs in respect to their behavioural
conduct so that these do not constitute the examples of workplace bullying and breach any of
the organisational policies regarding rights of the employees. This policy has enough depth
because it assures that the victims of workplace bullying will have a failure chance to lodge
their complaints against any managers and employees who support discrimination. Finally,
the initiates of taking a punitive measure against them who will conduct breaches of this
policy is important.
Introduction:
The policy of anti-bullying measure in the workplace has enough depth as it correctly
has identified the issues of workplace bullying in the health sector of Australia. The policy to
be analysed here is Prevention and Management of Workplace Bullying in NSW Health
which was published in the year 2011 (Health.nsw.gov.au, 2011). This particular policy is
one of the most important to ensure the fundamental concern for respect of all the human
beings. The concept of bullying in the healthcare is an important issue to discuss. This can
lead to psychological harm as well as negatively influence the process of healthcare. Bullying
id confused with harassment violence and aggregation which may lead to suicide among the
patients as well as healthcare employees (Erdogan & Yildirim, 2017). This is due to the fact
that various racial as well as ethnic issues greatly influence the perceptions, behaviour of the
employees in the healthcare sector of Australia and late or incompetent response to
interventions have increased the issues more (Ross, 2017). The patients of the hospitals have
been found to be mistreated by the doctors based om their race. The evidence of biasness and
harassment among the employee relation and management have been recorded due to
migration and different cultural background This policy has mandated the health
organisations to develop and manage a supportive workplace which will provide clear
regulations of the organisational expectations of their staffs in respect to their behavioural
conduct so that these do not constitute the examples of workplace bullying and breach any of
the organisational policies regarding rights of the employees. This policy has enough depth
because it assures that the victims of workplace bullying will have a failure chance to lodge
their complaints against any managers and employees who support discrimination. Finally,
the initiates of taking a punitive measure against them who will conduct breaches of this
policy is important.
2POLICY ANALYSIS
Prevention and Management of Workplace Bullying in NSW Health policy is
distributed to the Public Health System, Government Medical Officers, Health Associations
Unions, NSW Ambulance Service, Ministry of Health and Tertiary Education Institutes. This
policy is implemented to bring all these agencies under control and direct the according to the
strategies prescribed by the Minister for Health or the Director-General of Health. This policy
aiming to prevent bullying is applicable to all the persons who are employed in any of the
capacities in the NSW health service and department of health, all the persons engaged by the
public health organisations for example the visiting practitioners as well as volunteers along
with the students.
There are many reasons for choosing this policy. First of all, workplace bullying is
one of the most significant issues in this changing global context (Salin et al., 2018). It is one
of the most persistent patterns of mistreatment in the workplace. Secondly, these issues of
workplace bullying have far more intensive effect on the physical as well as mental health.
This includes psychological, verbal, non-verbal humiliation and physical abuse (Chaplin,
2017). Thirdly, dealing with such organisational aggression is quite difficult because this type
of bullying operates within the well-established rules of the organisation. Fourthly, the
efficiency of management with such issues is more difficult as the evidences are often not
clear as the victims do not get cooperation from the management or colleagues. This is
because the issues of confidentiality emerge which often cause psychological and metal harm
to the victims (Ross, 2016). Finally, negative effect of bullying is not only limited to the
targeted individuals or the patients under the governance of healthcare system of Australia
but lead to the declination of employee morale which ultimately affect the organisational
culture. The reason of choosing this policy also includes the efficiency and emphasis on
maintaining dignity of the employees in the health sector of Australia.
Prevention and Management of Workplace Bullying in NSW Health policy is
distributed to the Public Health System, Government Medical Officers, Health Associations
Unions, NSW Ambulance Service, Ministry of Health and Tertiary Education Institutes. This
policy is implemented to bring all these agencies under control and direct the according to the
strategies prescribed by the Minister for Health or the Director-General of Health. This policy
aiming to prevent bullying is applicable to all the persons who are employed in any of the
capacities in the NSW health service and department of health, all the persons engaged by the
public health organisations for example the visiting practitioners as well as volunteers along
with the students.
There are many reasons for choosing this policy. First of all, workplace bullying is
one of the most significant issues in this changing global context (Salin et al., 2018). It is one
of the most persistent patterns of mistreatment in the workplace. Secondly, these issues of
workplace bullying have far more intensive effect on the physical as well as mental health.
This includes psychological, verbal, non-verbal humiliation and physical abuse (Chaplin,
2017). Thirdly, dealing with such organisational aggression is quite difficult because this type
of bullying operates within the well-established rules of the organisation. Fourthly, the
efficiency of management with such issues is more difficult as the evidences are often not
clear as the victims do not get cooperation from the management or colleagues. This is
because the issues of confidentiality emerge which often cause psychological and metal harm
to the victims (Ross, 2016). Finally, negative effect of bullying is not only limited to the
targeted individuals or the patients under the governance of healthcare system of Australia
but lead to the declination of employee morale which ultimately affect the organisational
culture. The reason of choosing this policy also includes the efficiency and emphasis on
maintaining dignity of the employees in the health sector of Australia.
3POLICY ANALYSIS
The purpose of this policy is to provide a safe place for working and maintain equality
for all the staffs in the originations where the values of each staff will be respected. Under
this policy the NSW government will not be tolerating any type of workplace bullying under
any circumstances. This policy Prevention and Management of Workplace Bullying in
NSW Health aims to prevent as well as fight workplace bullying in the health workplaces.
This policy will be assisting the managers to fulfil their responsibilities for eliminating the
risks of workplace bullying in the health organisations of this region (Health.nsw.gov.au,
2011). They will take all initiatives to minimise the instances of bullying and manage all the
complaints associated with bullying. By providing the staffs with all types of information
about their right and responsibilities so that they can lodge their complaints.
This policy has some mandatory requirements where the staffs are expected to
underwrite to maintain a professional as well as productive workplace culture
(Health.nsw.gov.au, 2011). The policy mangers are responsible to maintain such a workplace
which is free from bullying. They must be treating the complaints about bullying with more
sensitivity, seriously and unbiasedly then take a prompt action. The managers of the
organisations are responsible to identify risks related to complaints which they will assess
and act upon. The associated agencies will be documenting each and every information from
the very first information as well as initial assessment (Lamberth, 2015). The employees or
managers who will be identified to support workplace bullying or harassing the patients on
the bias of racism or other reasons will be recognised as potential guilty of breaches of this
particular policy and will be managed in accordance with NSW Health policy for dealing
misconduct.
The purpose of this policy is to provide a safe place for working and maintain equality
for all the staffs in the originations where the values of each staff will be respected. Under
this policy the NSW government will not be tolerating any type of workplace bullying under
any circumstances. This policy Prevention and Management of Workplace Bullying in
NSW Health aims to prevent as well as fight workplace bullying in the health workplaces.
This policy will be assisting the managers to fulfil their responsibilities for eliminating the
risks of workplace bullying in the health organisations of this region (Health.nsw.gov.au,
2011). They will take all initiatives to minimise the instances of bullying and manage all the
complaints associated with bullying. By providing the staffs with all types of information
about their right and responsibilities so that they can lodge their complaints.
This policy has some mandatory requirements where the staffs are expected to
underwrite to maintain a professional as well as productive workplace culture
(Health.nsw.gov.au, 2011). The policy mangers are responsible to maintain such a workplace
which is free from bullying. They must be treating the complaints about bullying with more
sensitivity, seriously and unbiasedly then take a prompt action. The managers of the
organisations are responsible to identify risks related to complaints which they will assess
and act upon. The associated agencies will be documenting each and every information from
the very first information as well as initial assessment (Lamberth, 2015). The employees or
managers who will be identified to support workplace bullying or harassing the patients on
the bias of racism or other reasons will be recognised as potential guilty of breaches of this
particular policy and will be managed in accordance with NSW Health policy for dealing
misconduct.
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