Impact of Workplace Motivation on Reducing Bullying Incidents

This essay discusses the importance of motivation in the workplace and its potential to reduce bullying. It examines a case study highlighting how bullying can discourage employees and violate organizational justice, particularly interactional justice. The essay explores effective and ineffective strategies for addressing workplace bullying, emphasizing the importance of support from peers and appropriate authorities. Key factors contributing to bullying, such as power dynamics, self-esteem issues, and organizational culture, are analyzed. The impact of bullying on employee well-being, including stress, sleeplessness, and reduced job satisfaction, is also discussed. The essay concludes that fostering a positive and motivating work environment is crucial for minimizing the negative effects of workplace bullying. Desklib provides access to similar essays and resources for students.

Running head: Motivation 1
Work on Motivation

Motivation 2
Introduction
The main aim of this essay is to describe the importance of the motivation at the
workplace and how can it reduce the bullying. Motivation is a vital aspect that encourages the
employee to connect with the organization for a long term. The workplace bullying has violated
the rules of organizational justice. The aspects of motivation are defined that can reduce the
workplace bullying.
Case study
As per the case study, it has been analyzed that workplace bullying discourage the
employee towards performing the job and they start to get pressurize and torture from their top
authorities. According to Sheehan, McCabe and Garavan, (2018), motivation is a crucial aspect
to retain employee as employee turnover would be increased in the organization day by day.
Francioli, et. al., (2016) criticized that social media has become the major reasons to hamper the
person. It has been found that organizational justice has three kinds such as distributive justice,
procedural justice, and inter-action justice. Workplace bullying violates the interaction justice as
it is the degree to which a person is treated with respect and dignity. It has been analyzed that
victims are less motivated towards going beyond the call of duty and citizenship behaviour and
there are likely to be effected by an employee’s self-efficacy. It has been found that self-efficacy
is affected by quality and quantity of work is reduced and interactions with other become limited
(Nielsen and Knardahl, 2015). In the case of Kara, she got disappointed after adding her boss on
Facebook as he chased her over there to follow the work life that creates the imbalance between
work life and personal life for her.

Motivation 3
Workplace bullying can impact the entire process of the organization and can be the cause of bad
image in the view of outsiders which may lead the business into the adverse situation. There are
some effective strategies which can be used in the organization to reduce its occurrence. These
effective strategies would stay in the company to get out of that situation, develop evidence of
the incident, get medical help of needed, get support from your peers and get support from union
representatives. Along with that, there are some ineffective strategies such as failing to get any
support from peers and union representatives and consulting with inappropriate authorities for
help. According to Woodrow and Guest, (2014), it is vital for the victim who faces the concern
of workplace bullying to do not trust anyone as there is no one of someone’s friends that is why
awareness is necessary to take action against of workplace bullying. In case if someone’s
colleague is a victim of this harassment that there should be proper advice to collect evidence in
against of issues. An employee should suggest victim take advice from appropriate authorities.
It has been evaluated that there are a number of factors that being the major cause of workplace
bullying such as power, self-esteem, difference, perceive a threat and organizational culture.
These are the major reasons that show the reasons why one person might bully another person in
the workplace. In the context of power, one may use his power over those who are weaker which
can reduce the motivation level of an employee. Bullies might put down the self esteem of others
by encouraging them. There is another reason for bullying which is new group and individual in
which one can bully them as being new or different. It is crucial for the organization to provide
the effective motivation strategy to connect with employees for a long time in which the role of
organizational culture is huge (Laschinger, Wong and Grau, 2012). It has been evaluated that the
culture of the workplace is often shown by its values and beliefs and in case of having positive
culture one can adopt the behaviour of respecting others. The motivation of the victim plunges at

Motivation 4
work when an employee is on attaining the end of a bully’s mistreatment. The stress of her
comes out in the form of sleeplessness, depression, stomach troubles and chronic headaches. It
can be the reason for less job satisfaction and higher absenteeism.
Conclusion
In the limelight of above discussion, it can be concluded that the workplace motivation is
necessary for the employees in a positive manner which can reduce the impact of workplace
bullying. Motivation aspects and the major reason for workplace bullying have been discussed in
this essay to describe the importance of motivation within the workplace.

Motivation 5
References
Francioli, L., Høgh, A., Conway, P.M., Costa, G., Karasek, R. and Hansen, Å.M., 2016. Do
personal dispositions affect the relationship between psychosocial working conditions and
workplace bullying?. Ethics & Behavior, 26(6), pp.451-469.
Laschinger, H.K.S., Wong, C.A. and Grau, A.L., 2012. The influence of authentic leadership on
newly graduated nurses’ experiences of workplace bullying, burnout and retention outcomes: A
cross-sectional study. International journal of nursing studies, 49(10), pp.1266-1276. Nielsen,
M.B. and Knardahl, S., 2015. Is workplace bullying related to the personality traits of victims? A
two-year prospective study. Work & Stress, 29(2), pp.128-149.
Sheehan, M ., McCabe, T.J. and Garavan, T.N., 2018. Workplace bullying and employee
outcomes: a moderated mediated model. The International Journal of Human Resource
Management, 2(4) pp.1-38.
Woodrow, C. and Guest, D.E., 2014. When good HR gets bad results: Exploring the challenge of
HR implementation in the case of workplace bullying. Human Resource Management
Journal, 24(1), pp.38-56.