Business Management Strategies to Reduce Workplace Bullying

This essay provides an overview of workplace bullying, defining it as continuous denigration and negative comments that affect an employee's mental state and overall performance. It highlights the adverse effects of workplace bullying on employee morale, productivity, and the company's profitabil...Read More

Running head: Business management
Business management

Business management
Table of Contents
Introduction.................................................................................................................................................3
Workplace bullying......................................................................................................................................3
Recommendations.......................................................................................................................................5
Conclusion...................................................................................................................................................5
References...................................................................................................................................................5
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Business management
Introduction
The main motive of this paper is to provide a brief information about role and effects of
workplace bullying. It discusses how workplace bullying may affect long term goals and
objectives of the firm adversely. At the end, some suggestions have been given to prevent and
reduce the workplace bullying within the organization.
Workplace bullying
Workplace bullying may be defined as a continuous denigration, negative and rude comments on
one’s week or personality etc. which can hamper the mental state of a worker much more than
the sexual harassment. The workplace bullying may affect the efficiency and effectiveness of the
workers in the workplace. According to Lutgen-Sandvik, Namie and Namie (2010) a worker
who had undergone the workplace bullying in various form such as continuous criticism,
belittling comments and abuses etc have ample of chances of being disappointment and
depressed at the workplace. An employee who had undergone workplace bullying takes job
stress within the organization and further, they are unable to meet the long term targets and goals
of the firm. Workplace bullying makes employee anger, rude and arrogant.
Workplace bullying is constant, verbal abuse and health harming mistreatment that is
humiliating, intimidating, threatening and sabotage that interferes with job and some other
combination. It is further stated that workplace bullying refers to the mortifying comments, fault
finding actions, verbal abuses, irritation and isolation excessive warnings and excessive
monitoring might be either oral or in the written form etc. It has been found that workplace
bullying and sexual harassment put some adverse impact on the workers but it is noted that
workplace bullying had much more adverse impact than sexual harassment. As a result,
employees quit or leave the job in a wide range. Mainly, people bully just because they want to
hide their insufficiency. It is an action of only those employees who are in a hurry to conceal
their insufficient potential and capacities. Furthermore, these people are unwilling to accept the
effects of their actions and behavior on other peoples mental states (Lovell and Lee, 2011).
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Business management
It is stated that workplace bullying is the significant ineffective and inadequate route of carrying
any company. Workplace bullying leads dissatisfaction, demoralization and disappointment. It
also increases staff turnover and reduces the productivity of the workers. Apart from this, the
profitability and revenue of the company may be affected by workplace bullying. Despite all the
false projections, bullies may always be identified as the ones who the least amount of self
respect and confidence and highest level of anxiety. They are employees who always in a fear of
being recognized because of their incapability to fulfill their liabilities and goals. Bullying is
mostly carried out of aggression, incompetency, frustration and feeling of being rejected and
along with this, bullying is run by greed and jealousy (Hodgins, MacCurtain and Mannix-
McNamara, 2014).
Workplace bullying is a constant phenomenon in which a person or group becomes a victim to
persistent, abusive, oppressive, malicious, offensive, threatening and insulting action or behavior
shown by the supervisors and subordinates in the workplace. The consequences of workplace
bullying depend on the emotional stability, personality, victim and stress handling capacity.
Some injured party chooses to suffer silently as they feel they do not have any other options and
some other prefer to quit their employment (Salin and Hoel, 2011). However, in some cases the
stress become so intolerable that it resulted in various stress related heart attacks and physical
ailments. In some other cases, workplace bullying becomes a cause to suicide or homicide
committed by the victim or bully. After the various studies, it has been analyzed that the anxiety
connected with the workplace bullying not only put direct impact on the victim but is also
transferred to some other workers who are being evidence to the incident. It is portrayed that
differences in race, caste, sex, gender, ethnicity and educational levels lead to maximized and
enhanced issues and conflicts and bullying actions as employees find it complex to understand
the behavior and motivations of some other workers who are being perceived as different. The
employees who lack of skills, knowledge, conflict management and self respect are more
horizontal to become sufferers of workplace bullying. Avoiding workplace bullying for a long
time can be costly for the workers as well as organizations. Workplace bullying is a serious
concern and workers get offended by such kind of actions and behavior at the workplace
(Appelbaum, Semerjian and Mohan, 2012).
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Business management
Recommendations
It is very significant and essential for the management to handle and control workplace bullying
activity on the employment. To tackle with incidence and give a clear and fair justice is equally
vital as is recognizing the dodge and eliminating actions and steps for workplace bullying. The
organization needs to hire experts to handle and manage the workplace bullying on the job.
Direct approach of resolution shall be used by the company to prevent the workplace bullying
activities and actions. It is the responsibility of HRM, leaders, managers and senior to identify
the cases of workplace bullying and they should also analyze and identify the concerns and get to
the right root cause of the issue. Apart from this, effective and dynamic strategies shall be used
by top management to tackle the workplace bullying within the organization. To minimize and
handle the cases of workplace bullying, the companies should adopt zero tolerance strategies and
policies within the organization. HRM and top management should educate the workers to
prevent and reduce the workplace bullying. Aside this, the top management and managers should
maintain reciprocal relationship with workers to eradicate or prevent bullying activities.
Conclusion
On the above mentioned analysis it is concluded that workplace bullying being a persistent issue
has adverse implication on the well being of the workers and status of the company. The above
analysis shows that how workplace bullying could affect the success and growth of the firm and
further it also explains that how workplace bullying puts direct impact on the performance and
effectiveness of the workers. It is essential to develop and build a favorable working
environment and culture which promote two way communications.
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Business management
References
Appelbaum, S.H., Semerjian, G. and Mohan, K., 2012. Workplace bullying: consequences,
causes and controls (part one). Industrial and commercial training, 44(4), pp.203-210.
Hodgins, M., MacCurtain, S. and Mannix-McNamara, P., 2014. Workplace bullying and
incivility: a systematic review of interventions. International Journal of Workplace Health
Management, 7(1), pp.54-72.
Lovell, B.L. and Lee, R.T., 2011. Impact of workplace bullying on emotional and physical well-
being: A longitudinal collective case study. Journal of Aggression, Maltreatment &
Trauma, 20(3), pp.344-357.
Lutgen-Sandvik, P., Namie, G. and Namie, R., 2010. Workplace bullying: Causes, consequences,
and corrections. In Destructive organizational communication (pp. 43-68). Routledge.
Salin, D. and Hoel, H., 2011. Organisational causes of workplace bullying. Bullying and
harassment in the workplace: Developments in theory, research, and practice, 2, pp.227-243.
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