Eliminating Workplace Bullying in Healthcare: HRM Strategies Report

This report examines workplace bullying within a healthcare setting, aiming to propose and apply human resource management (HRM) strategies for its elimination. The literature review highlights the prevalence of aggressive behaviors and their negative impact on employee mental health and organizational commitment. The application section discusses implementing HRM practices, including establishing a code of conduct, utilizing performance management tools, and providing training to address the issue. The proposition section outlines specific strategies such as regulations, performance management tools, and training programs. The report emphasizes the importance of a fair and consistent approach to addressing bullying, whether the perpetrator is an employee or a patient, and aims to enhance employee satisfaction and improve the overall healthcare environment. The report integrates insights from the literature review to develop actionable recommendations for healthcare organizations, emphasizing the need for proactive measures to prevent and manage workplace bullying effectively. The report focuses on how to use HRM strategies like a code of conduct, performance management, and training to eliminate bullying in the healthcare environment.

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Human Resource Management 1
Abstract
The purpose of below mentioned paper is to evaluate the way to apply and propose
human resource management strategies to eliminate workplace bullying issue in a healthcare
setup. The paper elaborated details about the review of literature in response to the topic along
with the proposition and application of strategies in the organization in order to successfully
eliminate the problem. Workplace bullying is a serious threat in a health care setup and it is
important for the management to eliminate the same. So, different ways and strategies are
implemented to dissolve the issue and adequately increase the level of satisfaction of the
employees.

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Contents
Abstract............................................................................................................................................1
Literature Review............................................................................................................................2
Application......................................................................................................................................3
Proposition.......................................................................................................................................5
Conclusion.......................................................................................................................................7
References........................................................................................................................................8

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Literature Review
The previous assessment evaluated the review of literatures on the topic “Workplace
Bulling in Healthcare Setting”. The literature review elaborated that there is presence aggressive
behaviour and hostilities that occur during interpersonal interaction in healthcare setting.
Bullying in workplace environment is related to aggression, emotional abuse, victimization,
mistreatment and intimidation. The literature review clearly explained the stances that helped in
examining the ways in which bullying is conducted in the healthcare environment. In healthcare
society, bullying can be seen as an abuse of power between the victim and the committer. In the
healthcare society, an employee gets to face severe critic comments, intense pressure in the
environment and undesirable communal contacts as well (Salin, 2008). Bullying lays an
undesirable impact on the mental health of people in the environment. Especially in case of
health industry, people already face extreme traumatic conditions while treating the patients,
getting mental tension from other people also can affect their working in the organization.
The literature review clearly explained the five existing factors that affect the practices of
workplace bullying in the environment. Understanding yet efficient language has been used to
outline the critical reviews authored by different people regarding the topic. Through the analysis
of the review, it can be easily understood that bullying in healthcare setting affect the whole
working of the organization and deteriorate the organizational commitment feature on the part of
employees only (Harrington, Warren, & Rayner, 2015). It is important to consider that the
literature review highlight different aspects of bullying in an organizational setting as it
highlighted the five practices of bullying, along with personality issues present in the process of
bullying and presence of unstable environment in the healthcare workplace setup. Thus, the fact
should be noted that there are numerous literatures present in the environment that highlight
relevant information about the case however, the literature review only utilized the information
belonging in the time frame of 20015-2019 was used in the paper. Along with the activities and
the issues the literature review also highlighted recommendations to effectively prevent the
prevalence of such practices in the environment (Bratton, & Gold, 2017). The study elaborated
that workplace bullying occur more frequently in healthcare industry than in any other private
industry. So, in order to eliminate that it is important to analyse the reasons for bullying and what

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procedures they can use to eliminate the same. Various systematic analysis along with social
aspects like gender, sex etc. was considered to evaluate the best outcomes to eliminate the
problem of bullying from healthcare system. According to the literature review, committers in
the healthcare society might be nurse workmates, doctors, patients, or others, but the
substantiation proposes the established workforce (Fox, & Cowan, 2015). Also, it should be
noted that there are various studies conducted regarding the issue but very few are actually
implemented in the environment. On one hand the laws of US eliminate to consider such issues
in the environment on the other hand, laws of UK aim to protect in interest of victim. Thus,
adequate information was highlighted through the review of literature about the topic workplace
bullying (McCabe, Sheehan, & Garavan, 2018).
Application
The fact should be noted that the information so discussed above and in the review have
never been applied in the healthcare setting because of complexity in its implementation. So, it
should be noted that in order to understand the concept it is important for me to apply it in the
business process. Applying such concept will help me to attain better understanding about the
case along within the organizational context and resolve the same as well. It is important to note
that not all organization have different problems and different employees, customers and ways of
working in the business environment (Rockett, Fan, Dwyer, & Foy, 2017). So, the tools and
information cannot be applied in the exact same manner as it is because of the differences in
process. However, guidance can be taken to implement the anti-bullying concept in a healthcare
workplace. The information that I have researched will adequately support the functioning in my
organization. I have researched the information in the literature review that explained the factors
causing bullying in the environment so based on those factors, I can effectively create a
procedure and apply it in the business that can help me to decreased the per cent to workplace
bullying in the environment (Salin, et. al., 2018). Along with the analysis of literatures made by
me, I can also focus on new and innovative way to eliminate such issues in the environment.
As the literature review only talks about the facts and findings so, by analysis new areas
of innovation I can effectively succeed in the environment by combining literature with new
methodologies. I can effectively add the activity of using innovative machineries for calming the

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nature of the employees and initiating effective communication in the body of knowledge. The
literature review mainly highlights about the concept of bullying in a healthcare organization but
it does not explain what human resource strategies I can use to eliminate this problem (Sauer,
2018). As human resource management is an important concept that manages the human
resource problems in the environment so should be noted that the bullying issue at workplace can
be rectified using strong human resource practices in the environment. Initially, the business
should apply the human resource management activities in the environment to eliminate
workplace bullying. They should begin with creating certain code of conduct in the business
regarding the formulation of effective personnel management practices in the environment. The
management should explain all the strict rules and guidelines in the code of conduct and they
should also explain the extreme measures that the business might take in case of breach of such
rules in the business environment (Weuve, Pitney, Martin, & Mazerolle, 2014). The punishment
should be same for the all the people present committing bullying in the environment. The
management of the healthcare setup should not reduce the penalty if the committer is a patient
because workplace bullying is a serious issue that can be caused using strict formulation of rules.
After creating rules and regulations for the workplace, I will apply performance
management tools and techniques in the business to eliminate the problem and initiate effective
resolutions for the healthcare system. Performance management is a human resource
management process that makes sure that the goals of an organization are met in an effective
manner. The performance management system focuses on the performance of the organization
including departments and employees in such a way that they successfully complete all the tasks
that they are required to do (Einarsen, Skogstad, Rørvik, Lande, & Nielsen, 2018). I will apply
the performance management standards in the healthcare business so as to monitor the functions
of every employee present in the environment. On the basis of the performance of the
employees, the human resource manager will appraise the employees accordingly. Thus, if any
employee performs misconduct with another employee then the management will consider it
while appraising the performance in the environment. The performance management system will
help the management to monitor that which employees is behaving properly and whose attitude
is creating a problem in the business environment. Further, it should also be noted that the
performance management system will adequately help the employees their fault in the behaviour
and make them work on the same as well (Einarsen, Skogstad, Rørvik, Lande, & Nielsen, 2018).

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Performance management tool provide them punishment by reducing their level of
incentives which will subsequently motivate them to change their attitude in the environment. It
should also be noted that for its effectiveness this type of framework should be true and fair for
all the employees of the company. The above mentioned was the application of the human
resource management activities in case the committer was an employee of the company. While if
the committer was a patient then the healthcare setup would have subsequently less problems to
face in the environment (Nica, Hurjui, & Stefan, 2016). So, it should also be the noted that the
business should apply training methods in the environment. The training method will help the
organization to train the employees as well as the customers of the company. The training
method will highlight the points that make a person uncomfortable in the business and will
further train them to do not repeat the same. Training method is an important activity in the
human resource management process that makes a person learns things that their behaviour does
not possess. Thus, it should be noted that in this way bullying will reduce in the environment to
some extent. These activities also effectively create an alert situation in the environment
(Sheehan, McCabe, & Garavan, 2018).
Proposition
Proposition refers to the statement of judgement or assertion that develops the judgment or
opinion in environment. The proposition of the above mentioned theories and practices should be
implemented in such a way that the problem of bullying that is targets problem should be
eliminated from the environment. There are majorly three strategies that should be planned in the
environment. These strategies are training, performance management and development of rules
and regulations present in the environment (Cowan, Clayton, & Bochantin, 2018). The fact
should be noted that all the activities that are applicable in respect to the human resource
management practices should be proposed in the environment. So the propositions of these
activities in the business environment are discussed below:
 Regulation and Code of Conduct: The business should propose strategies that create
effective rules and regulations in the environment and strictness in the internal workplace
environment as well. The management should aim to implement effective formal
communication in the environment so that to avoid ineffective communication in the

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business. Regulations in the environment should be inculcated in the practices of the
business through effective training in the environment and the performance management
system should also focus on the employees who are not complying with the code of
conduct of the business. The management should formulate the code of conduct based on
the specific bullying activities initiated in the environment. Thus, in this way the
guidelines should be proposed in a healthcare setting (Karatza, Zyga, Tziaferi, &
Prezerakos, 2016).
 Performance Management: The human resource management of the healthcare system
should propose various tools and techniques to manage the performance of the
employees. Several qualitative as well as quantitative facts should be taken into account
so as to address the problem of bullying stuck in the healthcare environment.
Performance management system of the healthcare company should be designed in such
a way that it work it increase the performance of the employees. Through this concept,
the management should majorly focus on the quality along with the diagnosis of the
function (Spence Laschinger, & Nosko, 2015). Quality of the work will help the
management to analyse that whether the employees are providing quality work in the
environment. Quality work does not include only take care of the patients but it also
include effective communication and ethical practices in the environment. So, it should
be noted that performance management tools should be used in the environment to
increase the level of satisfaction of victims of bullying present in the environment
(Ritzman, 2016).
 Training: Training is one of the most important components that are most important to
propose in the healthcare setup. The training method will effectively introduce the other
two propositions in the environment. The human resource management of the company
should train the employees in such a way that it is dangerous for their career to perform
bullying in the environment as they can be penalized on the basis of regulations and
performance management system. Further, it should also be noted that training process
conducted in the environment should welcome committer visitors to as to understand that
it is wrong to bully any person present in the environment.
Thus, it should be noted that the healthcare setup should initiate all the above mentioned
proposition according to the specifications of the organization. It is important to reconsider all

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the facts before proposing such strategies in the business because initiation of these propositions
will implement change management at workplace. All the above mentioned three propositions
will work together to help the human resource management to eliminate the problem of bullying
at workplace. The fact should be noted that there are several ways present in the environment
that elaborates the ways in which the business should perform in order to implement effective
HRM practices against bullying in the environment. However, these strategies will appropriately
help in eliminating the issue and for further assistance, the management of the healthcare setup
should elaborate the strategies based on its outcome and reactions in the environment. The
guidelines will provide the dos and don’ts to the people and performance management will make
sure that the guidelines are complied with. And lastly, training will help in successful
implementation of the guidelines. So, it should be noted that the above mentioned propositions
will successfully apply the HRM practices against bullying in the environment.
Conclusion
Thus, in the limelight of above mentioned events, the fact should be noted that the above
mentioned paper highlighted details about the human resource management issue of workplace
bullying in an organizational setup. It should be noted that the above mentioned paper
highlighted a summary of the literature review conducted in the previous analysis along with the
application and proposition of the human resource management strategies to eliminate the
problem. Further, talking about managerial implication of the proposition, the employee become
dissatisfied with the change in diversified strategies in the business which could further lead to
increasing employee turnover rate as well. It is not easy to implement change management
program so it can decrease the effectiveness of the strategies. The paper will add several general
rules and guidelines in the body of knowledge in the professional and academic community that
can help other organizations to eliminate the problem. Lastly, it should be recommended that the
human resource manager should timely monitor the activities of the employees and communicate
with them to understand that whether the problem of bullying has been eliminated or not.

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References
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Workplace Bullying Situations: Where We Have Been and Where We Should
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