Workplace Bullying: Impact on Google's Casual Employees and Solutions

This report investigates the issue of workplace bullying, focusing on the experiences of casual employees at Google. The study delves into the causes and manifestations of bullying behaviors, exploring their impact on employee motivation, job security, and overall performance. Drawing upon literature reviews and research methodologies, including qualitative analysis, the report examines the application of theories such as Social Exchange Theory and Maslow's Hierarchy of Needs to understand and address the problem. The findings highlight the negative consequences of bullying, including decreased productivity, reduced employee well-being, and increased attrition rates. The report concludes with a set of recommendations aimed at mitigating bullying incidents and fostering a healthier, more supportive work environment within Google, emphasizing the role of human resource management in implementing effective strategies to protect employees and improve workplace dynamics.

Running head: BULLYING AT WORKPLACE
BULLYING AT WORKPLACE
Name of the Student
Name of the University
Author Note

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Executive Summary
Bullying tends to form an effective part of the workplace environment and in line of this, various
measures need to be undertaken by the firm in order to deal with the bullying in the right manner and
mitigate it. The given research report is based on the case of Bullying of the casual employees which
takes place in Google. The Introduction sets out the overall objectives of the firm which is then followed
by the Review of Literature. Furthermore, in the literature review section, it has been analyzed that the
workplace bullying has affected the overall motivation of employees which affects the overall
productivity of the company and the performance of the individuals as well. It has been noticed that due
to the implementation of the Social Exchange Theory and the Maslow’s Hierarchy Needs Theory, the
different employees can be motivated and they should be treated as the asset of the company. The
employees should not be bullied as it decreases the productivity of the company and due to lack of
transparency it has affected the personal growth of the employees. The third section of the report focuses
on the Research methodology of the report which lays down the different procedure, participants and
variables of the research. The next section laid down the Findings and analysis based on the review of
Literature and the quantitative analysis carried out thorough the interview. A conclusion summarises the
paper which is then followed by the recommendations to improve the bullying scenario to Google.

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Table of Contents
Introduction......................................................................................................................................4
Purpose of the report....................................................................................................................4
Problem Statement.......................................................................................................................5
Research questions.......................................................................................................................5
Structure of the paper...................................................................................................................5
Literature Review............................................................................................................................6
Analysis of Workplace Bullying and Job Security......................................................................6
Impact of Workplace Bullying on Performance of Individuals...................................................7
Intention of Employees to Leave the Job Due to Workplace Bullying.......................................7
Relationship Between Workplace Bullying and Social Exchange Theory.................................8
Relationship Between Motivational Theories and Workplace Bullying.....................................9
Research Methodology..................................................................................................................11
Participants and Procedures.......................................................................................................11
Participants................................................................................................................................11
Key variables.............................................................................................................................12
Statement of analysis and Findings...............................................................................................13
Qualitative Analysis...................................................................................................................13
Findings.....................................................................................................................................15
Conclusions and Recommendations..............................................................................................16

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Recommendations......................................................................................................................16
References......................................................................................................................................18
Appendix........................................................................................................................................21
Interview....................................................................................................................................21

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Introduction
In the present scenario of business environment, the workplace bullying is one of the most
researched topics in the management research and it has been examined in a proper manner in terms of
relevance, outcomes along with antecedents. As commented by Zabrodska et al. (2016), the workplace
bullying is the form of the interpersonal mistreatment which is done beyond mere in-activities and it
comprises of the repetitive along with deliberate derogatory acts towards the different individuals in the
workplace.
As hypothesized by Venetoklis and Kettunen (2016), there are different signs of the corporate
bullying that includes the failure to meet the different organizational goals along with increased absence
due to sickness or there can be increase in the different disciplinary actions that can affect the morale of
employees. There are different other instances wherein the employees are bullied due to the pressure
related to deadline and when the employees are not able to achieve the same, it is affecting the mental
peace which leads to the excess workload and it forces them to leave such organizations. Due to the
bullying present in the workplace, it has created oppressive kind of workplace that affects the morale of
the employees and it increases the attrition rate in the different kinds of organizations as well. As
commented by Rockett et al. (2017), the workplace bullying is the other kind of aggression which
includes the different kinds of invalid criticism along with excessive monitoring related practices present
in the organizations. Furthermore, as opined by Richardson, Hall and Joiner (2016), the corporate kind of
bullying occurs when the bullying is entrenched in the companies and it becomes accepted as the part of
the culture of the workplace as well.
In addition, as commented by Richardson, Joiner and Hall (2016), due to lack of transparency in
the business operations, there is huge increase in bullying in the organizations which is affecting the
morale of employees and it is affecting the brand image. Over the past few years, it has been noticed that
workplace bullying has considered the substantial attention of the human resource management and
organizational behaviour practitioners and scholars. The literature review will be mainly focusing on
explaining the actual phenomenon of workplace bullying and the different recommendations which
should be implemented in order to cope up with the bullying and minimize the different kinds of impacts
caused due to the same and it impacts the health and safety of the employees. The negative impacts of
bullying are classified in terms of productivity and cost along with culture of organization.
Purpose of the report
The primary purpose of the report can be rightfully defined to find the case for ` Workplace
bullying for casual employees in Google`. The different employees as present in the firm are often made

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to go under considerable misconduct and it is due to this that their overall motivational level and the
overall productivity decreases considerably. Hence, with the function of the Human resource management
in focus, the report will seek to find the overall employee bullying and misconduct which takes place in
Google. This will assist in ensuring that the paper comes up with ways in which the Human resource
management as medium can be used to bring about measures which can be used to reduce the workplace
bullying.
Problem Statement
The bullying of the casual employees has become a considerably dreadful experience which the
different employees are required to undergo and hence, in line of this, the problem statement of the
research statement can be stated to be to find the reasons why the Workplace bullying for casual
employees takes place in Google and what is the extent of that misconduct. In addition to this, measures
to improve the same will also be recommended.
Research questions
The research questions which the research report will aim to answer can be stated to be as follows:
Q1. What behaviour constitutes bullying for casual employees?
Q2.what is their intention to stay in the organisation?
Q3. What techniques or training do target casual employees note or recommend to reduce incidents of
bullying?
Hence, through the given research questions the paper aims to understand why the employees are
being bullied, what is its impact and what techniques need to be provided to the different organizational
members and management to reduce the incidents of bullying in the workplace.
Structure of the paper
The structure which the paper will be following can be stated to be quite systematized in nature.
In line of this, it can be rightfully understood that, the paper will begin with a brief Introduction which
will then be followed by the review of Literature regarding employee behaviour and the bullying at
workplace. The third section of the report will be based on the methodology which the report follows for
the research and lastly the Analysis and Findings section will be presented. The last section of the report
will lay down the Conclusion and the recommendations with respect to the same.

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Literature Review
Analysis of Workplace Bullying and Job Security
As commented by Ramely and Ahmad (2017), the workplace bullying is one of the increasingly
recognized kind of risks for the loss of job along with exclusion from the working life. Consequently, as
opined by Park and Ono (2017), the bullying at workplace is represented as the antecedent of the
insecurity of the different individuals for the job performed by them. The bullying at workplace is the
ongoing type of exposure to the different acts which are negative in nature that the target has the
difficulty in defending himself/herself against due to the real or the power which is perceived creating
imbalance between the different parties. In addition, as commented by Paciello (2019), the bullying at
workplace is defined as process wherein the employees are subjected to frequent acts which are negative
for long span of time by the different superiors. The different kinds of acts include the various obstruction
of the work-related tasks along with indirect behaviors or the veiled sabotage of the job.
As opined by Namie nd Namie (2018), the different workplace bullying aspects is experienced by
more than 9 to 15% of the workforce and it is described as the major and significant challenge for the
different employees in a negative manner. The different consequences of the workplace bullying are vast,
both for the target, witnesses along with organization, which is encompassing the range of the mental or
the physical related problems in health for the employees who are affected the most. On the contrary,
there are different kinds of considerable negative kind of influence on the organizational along with
financial outcomes for the employer or the organization. Moreover, as commented by Morris (2016), the
job insecurity is the different expectations along with concerns regarding the performance of the work
situation and perceived kind of powerfulness to maintain the desired kind of continuity to work in the job
situation which is threatened.
As stated by Kwan, Tuckey and Dollard (2016), the job insecurity is described as the result of the
macro level factors, personality traits along with the different kinds of individual factors related to job.
The exposure to the bullying at workplace can lead the different targets to perceive continuity for the job
to be threatened and it displays the elevated kind of level of the insecurity related to job. As hypothesized
by Kaya Cicerali and Cicerali (2016), the workplace bullying is related to the exclusion in the working
life of the individuals such as powerlessness to resist the different kinds of threats and it leads to the job
insecurity as well. Moreover, as commented by Karatuna (2015), the different workers who are being
bullied are not able to perform the jobs to the best as of their ability and there is different inclusion of
issues such as lower productivity, loss of the self-esteem along with incapacity to work or concentrate on
the different work which are performed by them.

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Impact of Workplace Bullying on Performance of Individuals
From the above, as commented by Hoel and Einarsen (2015), the workers who are being bullied
lose motivation to perform the different tasks in the organization along with lose the time as they are
already occupied for trying to defend themselves and planning on dealing with the situations effectively.
As opined by Hershcovis, Reich and Niven (2015), one prime reason is that the bullying related behaviors
which occurs frequently in the business environment in the present scenario that the different employers
in the organization do not show any interest on the problems faced by employees which affects their
morale and it results in the bad performance of the company as well as individuals.
As commented by Glambek, Skogstad and Einarsen (2018), the victims of the bullying results in
lowered well-being along with the lowered rate of job satisfaction along with the different stress related
symptoms such as sleep related problems, anxiety along with depression and somatic issues that causes
the employees to leave the job as they do not receive any satisfaction in such working environment.
Moreover, as opined by Fyke et al. (2016), the inability of the different employees to concentrate alone in
the different tasks performed by them increase the chances of making different mistakes along with
increased amount of reduced quality of the output which affects productivity of company negatively.
Moreover, due to the reduced performance in in line with (), who have analyzed that the
workplace bullying reduces the subordinate’s intrinsic motivation along with receptiveness to the edicts
of tyrants. Fox and Cowan (2015), have commented that the influence of the abusive supervision creates
huge impact on the self-esteem of the individuals in performing the activities in an inappropriate manner.
There is a strong relation between performance and self-esteem as it helps in determining the different
whether bullying has negative impact on the performance of the employees which affects the morale of
the employees and it creates negative impact on the organizational performance. In addition, as
commented by Escartín (2016), the frequency of the bullying at workplace affects the individuals and the
entire effect can be devastating in nature as well. The bullying at workplace has affected negatively the
personality of the individuals which includes both mental and physical health.
Intention of Employees to Leave the Job Due to Workplace Bullying
As commented by Escartín et al. (2018), due to the workplace bullying, it has been seen that due
to the same, it has led to the absenteeism in the organization that has affected productivity in a negative
approach. As hypothesized by Einarsen et al. (2017), because of issues related to health and tactics related
to avoidance which can be attributed to the different supervisors who are abusive along with avoiding the
berating environment in the organization as well. Due to such aspects, the productivity of the organization
is lost due to the different employees who are on leave and whose morale have been affected, however

8BULLYING AT WORKPLACE
Cowan (2018), has commented that pressure is the aspect which will be mounting on their workers with
and it is reducing the productivity of the company negatively.
As commented by Catley et al. (2017), the different absences create the different hidden costs in
addition to the loss of productivity along with sick pay for the different employees who are absent. In
such scenario, the employees who have been bullied increased the burden on the different staffs who are
attending and it leads to negative efficiency of the organizational objectives. The other effect on the
different individuals which impacts the performance of the organizations includes the turnover rate of the
employees that relates to the techniques of avoidance along with health effects of the supervision which is
abusive in nature. However, there are no such inclusion of laws which have been made in prohibiting the
workplace bullying approaches and it is increasing such aspects of bullying more in the present scenario
of the business environment.
After the entire analysis of the different impacts of workplace bullying in organizations, it can be
identified that the different managers and leaders of the companies need to be responsible for identifying
the different cases of the workplace bullying within the company and it is essential for them in
investigating the different issues which will be appropriate for understanding the root cause of the
problem appropriately as well. One of the main factors which is causing the workplace bullying is
identified as it will be easier for them in solving the different causes and improve the scenario
appropriately.
As commented by Ågotnes et al. (2018), the increase in level of the conflicts role along with lack
of the effective working environment are the different factors which encourages the different employees
in indulging in the different negative behaviour. As commented by Catley et al. (2017), the unhealthy
social type of environment, low morale of the different employees along with lack of the cooperation
from the employers to the employees are the different factors which leads to workplace bullying and it is
required to be reduced to improve the working environment and make it suitable for the different
employees.
Relationship Between Workplace Bullying and Social Exchange Theory
In order to improve the consequences of the workplace bullying, there are different aspects and
theories which can be taken into consideration to reduce the issues faced by employees and the employer
and gain competitive advantage in the market as well. As commented by Cowan (2018), the social
exchange theory is defined as the concept that results in analyzing that the social behavior is the result of
the process related to exchange. The main aim and purpose of the exchange theory is to maximise the
different benefits along with minimizing the costs. It is the sociological theory that helps in understanding

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that the it helps in identifying the interaction between the two parties to determine the different benefits
along with risks.
As commented by Einarsen et al. (2017), with the implementation of the social exchange theory,
the organization needs to provide support to the ones who have suffered the most. In such scenarios, the
different employers of the organizations should be supportive and look for the different alternatives that
can be adopted by the company and improve the scenario appropriately. All the employees are the
important asset of the company and they should be valued and in case of workplace bullying, with the use
of the respective theory, the organization can implement a strong and supportive workplace environment
which will be helpful for the improvement of the environment and make it suitable for the different
employees in an appropriate manner as well. As commented by Einarsen et al. (2018), the main notion of
the respective theory is to determine the different aspects in analysing that the different employees who
are facing such bullying workplace should complain regarding the same to their supervisors and learn the
different alternatives to improve the scenario effectively. There can be inclusion of different metrics
which can be applied to improve the scenario and gain competitive advantage in the market.
Relationship Between Motivational Theories and Workplace Bullying
From the analysis of the different issues faced by the different employees in the organization. it
can be identified that there can be inclusion of extrinsic motivation that will be helpful for managing the
different needs of the employees appropriately. As opined by Escartín (2016), there are different kinds of
attitudes which can be adopted by the employer to improve morale of employees and make the workplace
more enjoyable as it will be assisting in improving the scenario. The workplace satisfaction is the most
crucial element which will be improving the productivity of the organization to supportive the colleagues
and make it stress-free in nature. As opined by Glambek, Skogstad and Einarsen (2018), the hostile
environment of the company with bullying related to work pressure and workplace bullying will be
creating stressful working situations that can affect motivation in the workplace.
There should be inclusion of transparency which will be helpful for the employees to perform the
different tasks in an appropriate and positive manner. Furthermore, as commented by Hoel and Einarsen
(2015), there can be inclusion of training and development programs for the new and existing employees
to make them aware regarding the different kinds of consequences of bullying at workplace as to make
them more effective in handling the different rules and regulations of the company and improve the
scenario effectively. As per the Maslow’s Hierarchy of Needs, the different employees are required to be
provided with the different needs as they are the integral part of the companies and they should be treated
well as it will help them in making the difference in the company and the team as well.

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As commented by Morris (2016), the Maslow’s Hierarchy of Needs, it can be hypothesized that
bullying is one of the major crimes which should be stopped in the organizations through the proper
introduction of the procedures along with policies that will play an effective role in improving the
scenario and achieve the competitive advantage in the market as well. Moreover, when the employees
will be motivated and the environment will be suitable for them to work, it will influence the works which
are performed and commenced by them that will be appropriate for the success of the company in terms
of positive productivity.
All the employees must feel that they should be valued and there should be introduction of the
different kinds of zero tolerance policies along with other terms and conditions that will be playing a vital
role in improving the scenario and achieve the competitiveness in the market as well. As commented by
Morris (2016), the different human resource managers of the companies are the ones who are responsible
for investigating such kinds of cases in the company and it affects the employee’s wellbeing in the
company negatively which will be impacting the overall productivity of the company negatively as well.
For instance- In Google, the women employees have been bullied by the male employees that has
affected their morale and due to lack of transparency, the women employees had to quit their jobs that led
to loss of productivity in the company.
From the overall analysis of the workplace bullying along with the analysis of the impacts of
bullying, it can be identified that it is one of the major crimes which should be avoided in the
organizations. The companies need to provide with the workload and as the regular kind of consultations
will be reducing the unnecessary pressures from the employees and the employees will be feeling
valuable in the organizations as well. In addition, as commented by Glambek, Skogstad and Einarsen
(2018), there can be introduction of career development opportunities which will be beneficial in
providing the employees with opportunities to shape their career and they will feel motivated and there
will be inclusion of transparency between the different kinds of conversations between the employees and
employers. The job security is the other aspect which needs to be managed by the different employers in
different organizations as it will be appropriate in making the employees feel safe and secure in the
environment appropriately.

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Research Methodology
The research methodology can be rightfully described as the processes and the overall approach
which is undertaken with respect to carrying out a particular research work (Kumar 2019). It is important
to understand that undertaking a research cannot be an easy aspect and in line of this, it can be considered
to be highly relevant for the paper to follow the right methodology as this will help in ensuring that the
researcher is successfully able to achieve the overall objectives.
Participants and Procedures
The procedure which has been stated to be adopted in the research methodology can be stated to
be rather simple in nature. The research approach which was adopted for the researcher can be understood
to be the descriptive research approach whereby, the research will be undertaking a descriptive study to
explain the overall case of bullying which takes place in the organization. Moreover, in line of the same,
it needs to be understood that the data collection method which has been adopted for the purpose of the
study can be stated to be relating to the primary as well as secondary data collection methods (Silverman
2016). Whereby under the primary data collection method, various interviews have been conducted from
the employees at Google in order to gain their overall perspective on the overall environment of the firm
and the manner in which the bullying can be considered to be largely prevalent in the overall operations
of the firm. In line of this, it also becomes relatively important to note that in line of this, the firm will be
successfully able to be advised ways in which the overall queries of the different employees can be
resolved. The secondary data collection method has been successfully applied in the Review of Literature
with respect to which it can be largely understood that, the data used in the Review of Literature has been
adopted form various journals, text books and articles (Taylor, Bogdan and DeVault 2015).
In addition to this, it needs to be understood that the method which has been adopted to carry out
the analysis of the data can be understood to be qualitative method because, an interview of three
employees have been conducted and in line of this, this would through light on the overall operations of
the firm. The information collected from the different employees will be essentially analysed
quantitatively.
Participants
The participants who will be involved in the procedure of the interview can be stated to be rather
very few in nature. This means that, only 3 employees of the firm will be chosen and with respect to this,
they will be asked questions relating to the field of bullying in the firm. The employees shall be selected
on a random basis with respect to which they will be selected from the social media websites. However, it
is important to consider that, the names of the employees will be held anonymous because, the overall

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privacy of the employees is required to be protected adequately (Flick 2015). The employees will be first
explained about the overall purpose of the research paper and how this research outcome will be further
contributing to the overall field of the research. In line of this, it can also be considered to be relevant that
the consent of the different employees is required to be undertaken before the research interview is
carried out as this will go a long way in helping the research to be ethical in nature (Quinlan et al. 2019).
In line of this, it becomes considerably important to present the overall views of the different employees
as present in the right manner and accurately as this will assist the researcher in ensuring that the accurate
results can be taken out.
Key variables
The key variables which have been made use of in the secondary as well as primary research can
be stated to be the variables like Bullying, job intention, job insecurity, methods to improve. The
particular set of variables are being essentially used because, it helps in identifying the different factors
affecting workplace bullying. Very often the factors relating to deadline, lack of transparency and
workload pressure lead employees to bully one another and ultimately this has an impact on the overall
performance at the workplace (Noe et al. 2017). In line of this, it can also be considered to be important
for the researcher, to consider the variables such as the job insecurity which often is considered to be a
cause of the bullying which takes place in a firm. In addition to this, it can also be considered to be
relevant for the firm to consider the aspect related to the job intention which is greatly affected by
bullying and hence, in line of this, the overall operations of the firm can be stated to be impacted
considerably. The interview questions asked are also related to the same variables.

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Statement of analysis and Findings
The particular section will lay down the qualitative analysis which has been undertaken in lieu of
the particular interview which was undertaken from the three respondents. The responses will be analysed
using various theoretical examples as well.
Qualitative Analysis
Frequency of bullying instances
Very often the bullying can be largely understood to be a onetime incident, however, it needs to
be relatively understood that various firms often tend to engage in bullying for more than one
instances(Naseer et al. 2018). Hence, when during the interview, the different employees were largely
asked about the frequency of the bullying instances which were faced by them, it was found that, many of
them generally faced the instances relating to the bullying in the early days of the tenure. This is because,
when the employees are generally new to the firm, then they are easy to manipulate and it is easier for the
firm to demean them. One interviewee mentioned that, `` I have often experienced certain bullying
incidents at the workplace. These have often taken up the form of considerable work pressure,
mistreatment of the different employees and teasing. ``. Moreover, another interview mentioned that, ``
Yes, when I initially joined the organization, I have experienced bullying many times at the workplace.
I believe that as the work pressure is very high, the different seniors often found solace in demeaning
others and bringing them down. `` Hence, in line of this, it can be rightfully understood that extra work
pressure tends to initiate the bullying at the workplace.
Behaviour or Instances which influence bullying
The bullying does not take place in an organization on its own and in line of this, it is required to
be understood that various instances in the workplace tend to encourage the bullying at the workplace and
the distances can be understood to be factors like work pressure, deadline issues and lack of transparency
lead to the bullying which takes place in a firm (Noe et al. 2017). In line of this it becomes considerably
important for the firm to gain an understanding that, as mentioned by one of the interviewee`s `` The
different factors which generally effect the bullying at the workplace can be understood to be the
overload of work, unhealthy work environment, burdening the juniors with adequate deadline, not
providing them with considerable facilities and in addition to this, I also believe that the bullying forms
an adequate aspect of the firm with respect to the fact that, not involving the different members of the
firm in the decision making can also be constituted as adequate bullying.`` Moreover, another employee
as present in the workplace also mentioned that `` According to me the different incidents which often
lead to bullying at the workplace can be rightfully defined as the factors relating to the lack of job

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security, increased work pressures, lack of measures from the side of the firm and other related
aspects. ``. Hence, it can be confirmed that the behaviour relating to the bullying often relates to the
organizational factor relating to lack of job security, increased work pressure, and related insecurity
which needs to be adequately removed by the Human resource department to ensure successful outcomes
at the workplace.
Training at the workplace
The training is considered to be an effective and efficient part of the organization and in line of
this, it is required to be understood that, in order to ensure that the overall success of the workplace, the
firm would be required to provide training to the employees in order to ensure that they are able to
prevent bullying at the workplace (Naseer et al. 2018). However, the firm, Google does not undergo any
such procedure which prevents bullying at the workplace. According to a respondent, `` Bullying can be
considered to be a punishable offence at the workplace, however, currently there does not exist any
such training session which will then, influence the employees to prevent bullying``. In a similar view,
another employee mentioned that, `` As far as my department is concerned, we have just bene briefed
upon the face that bullying can be considered as a serious offense but we have not been provided with
any training for the same.`` Hence, the Google is not being able to provide adequate training to the
different employees in order to prevent the different cases of bullying at the workplace and in line of this,
it is also required to be understood that, if the firm wants to improve the overall operations of the firm and
prevent the bullying which takes place in an organization, then in line of this, the firm would be required
to provide adequate training to the employees.
Impact of bullying on job retention
Although bullying is understood to have a negative overall impact on the different employees as
present in the workplace and is believed to have a negative impact on the productivity, bullying has far
reaching impacts other than this, and tends to impact the overall employee retention at the workplace
(Peng et al. 2016). This can be mentioned because the different employees who are involved in the
workplace, often do not want to continue working with the firm because they are under the belief that,
they will not be able to perform adequately if they are bullied continuously and hence, even the different
interviewees are under the same belief and mentioned that, `` Yes, there were times where I felt like
leaving the firm because I felt insecure and though that I wold not be able to continue working for the
firm in lieu of this.`` Moreover, another employee was also under the similar belief and mentioned that,
`` Yes at certain times I have felt like leaving the work.`` Hence, it can be largely understood that, the

15BULLYING AT WORKPLACE
bullying tends to have a strong impact on the overall operations of the firm and tends to impact the overall
employee retention in the workplace as well.
Findings
Hence, from the given analysis, a statement about the findings can be presented as follows:
 From the review of Literature using the different theories and models of the motivation and the
workplace bullying, it can be identified that the workplace is one of the most effective approaches
that will be helpful in understanding the different kinds of grievances of the employees and solve
them appropriately. Due to the workplace bullying, there are different kinds of issues faced by the
employees and the organizational performance as well. The workplace bullying has led to the
lack of transparency and job insecurity among employees which makes them feel stressed out and
their performance is affected as well. Bullying is one of the chronic problems that has created
diverse implications on the wellbeing of the different individuals and reputation of the
organization as well in comparison to the other competitors present in the market. In the light of
the literature which has been reviewed, it can be identified that the different prime intentions of
the bullying of the individuals is to supress the victim to such a level wherein they become
dysfunctional and they are not able to give their best in managing the activities in the company as
well.
 Google as a firm and in the market, has been performing considerably well, however, it has been
experiencing considerable number of problems related to the employees as present in the firm
(Morgeson, Brannick and Levine 2019). In line of this, the firm is also required to consider that,
although it has been providing considerable compensation plans to the employees and the
motivation is also high, the employees in the firm have been facing bullying instances which is
instead having an overall impact on the overall operations as well as the productivity of the
organization. In line of this, it can also be considered very crucial to ensure that, Google seems to
be rather unaware of it (Naseer et al. 2018).
 In line of the behaviour or the factors relating to the bullying at the workplace, it is essentially
required to be understood that, procedures like over work, deadline issues and lack of
transparency in the workplace tend to impact the overall bullying which exists in the workplace
and in line of this, it is required to understand that it is the ultimate duty of the firm to focus on
this aspect, and resolve the overall issue of bullying in the workplace.
 In line of this, the firm has not been providing any training to the existent employees to mitigate
the issue (Peng et al. 2016). It needs to be understood that in order to ensure the success of the
firm, Google should undertake initiatives to ensure that they are being able to provide a proper

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training to the employees which shall motivate them to perform well and teach them the different
aspects of bullying and how without even realising it, they might be engaging into the different
aspects of bullying.
Conclusions and Recommendations
Therefore, from the given report it can be rightfully understood that Bullying tends to form a
crucial part of the workplace and that, in the case of the chosen organization, Google, there have been
various instances in the past, which have reflected the lack of concern from the side of the management
and in addition to this have had a negative influence on the side of the employees as present. The report
aimed to find the manner in which the bullying had an impact on the working of the casual employees in
the organization of Google and hence, followed a systematic format with respect to the same. The report
highlighted the case of bullying in the firm by beginning with a brief introduction which explained the
overall concept of bullying and how the case of Google had been selected for the same. The introduction
then outlined the overall aims and objectives of the study and was then followed by the research
questions. The next part of the report comprised of the Review of Literature which outlined various
aspects like the Social exchange theory, the bullying, factors impacting bullying and related aspects. In
addition to this, the job intention and job retention was also discussed in line of this. Moreover, in the
third chapters the Research methodology was provided which discussed the participants and procedure of
the research. The fourth chapter presented the findings and analysis of the same which was gathered with
the help of the qualitative analysis. Through this it was found that, many employees have experienced
bullying at the workplace. Hence, the overall objective of the research can be stated to be largely
successful in nature. The following section will be providing certain recommendations with respect to the
same.
Recommendations
The different steps and suggestions which must be taken up by Google to prevent workplace
bullying can be stated to be as follows:
1. Looking out for targets: It is important for the firm to ensure that if they aim to prevent bullying
at the workplace then in such a case, they will first be required to look out for the targets of the
bullying which will help them to take the different actions considerably seriously(Brewster et al.
2016).
2. Focus on job performance: In addition to this, the overall focus of the Google, must always be to
focus on the Job performance as the job performance is the primary job aspect and hence, the
employee are required to be measured in that dimension(Cascio 2015).

17BULLYING AT WORKPLACE
3. Promoting positive workplace culture: In addition to this, the employees and the employers both
should together work and promote an overall positive workplace environment which will help in
ensuring that the employees will not be bullied and that the firm will be able to inculcate a
positive workplace.
4. Investigating into complaints effectively: When any employees have been complaining in regard
to the bullying at the workplace then in such a case, the firm will be required to investigate into
the complaints effectively and see to it that, they are resolved in the right time ( Brewster, Chung
and Sparrow 2016).
5. Providing effective training: The different employees as present in the firm need to be provided
with adequate training in regard to handling the different cases of the bullying. In addition to this,
it also needs to be understood that even the management needs to be provided with adequate
training with respect to the manner in which they will be required to deal with the investigations
and related aspects (Peng et al. 2016).
6. Encouraging zero tolerance: A zero tolerance policy must be included in the workplace against
bullying which will ensure that no such instances take place at work.

18BULLYING AT WORKPLACE
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Appendix
Interview
Interview Questions Response of the interviewee 1
Have you experienced Bullying at the Workplace? Having been employed in Google since a long
time, I have often experienced certain bullying
incidents at the workplace. These have often taken
up the form of considerable work pressure,
mistreatment of the different employees and
teasing. However, I have overcome these but I can
mention that these incidents used to have a
considerable impact on my overall wellbeing.
Which factors according to you impact the
bullying at the workplace?
The different factors which generally effect the
bullying at the workplace can be understood to be
the overload of work, unhealthy work
environment, burdening the juniors with adequate
deadline, not providing them with considerable
facilities and in addition to this, I also believe that
the bullying forms an adequate aspect of the firm
with respect to the fact that, not involving the
different members of the firm in the decision
making can also be constituted as adequate
bullying.
Due to bullying and violent workplace
environment, have you ever felt like leaving the
firm?
Yes, there were times where I felt like leaving the
firm because I felt insecure and though that I wold
not be able to continue working for the firm in
lieu of this.
Is the firm providing with any training to reduce
bullying cases?
As far as my department is concerned, we have
just bee briefed upon the face that bullying can be
considered as a serious offense but we have not
been provided with any training for the same.

22BULLYING AT WORKPLACE
Interview Questions Response of the interviewee 2
Have you experienced Bullying at the Workplace? Yes, when I initially joined the organization, I
have experienced bullying many times at the
workplace. I believe that as the work pressure is
very high, the different seniors often found solace
in demeaning others and bringing them down.
Which factors according to you impact the
bullying at the workplace?
According to me the different incidents which
often lead to bullying at the workplace can be
rightfully defined as the factors relating to the
lack of job security, increased work pressures,
lack of measures from the side of the firm and
other related aspects.
Due to bullying and violent workplace
environment, have you ever felt like leaving the
firm?
Yes at certain times I have felt like leaving the
work.
Is the firm providing with any training to reduce
bullying cases?
Although bullying is considered to be an offense
at the workplace, no special training is provided to
the employees to prevent the cases.
Interview Questions Response of the interviewee 3
Have you experienced Bullying at the Workplace? I have been working in the firm since the last one
year and it makes me very proud to mention that I
have never experienced any kind of bullying at
the workplace.
Which factors according to you impact the
bullying at the workplace?
According to me when there exists a lack of strict
measures at the workplace and there does not
exist any management support, the different
employees may like to bully the others.
Due to bullying and violent workplace
environment, have you ever felt like leaving the
firm?
No, till now I haven’t been faced with any
bullying incident which would instigate me to
leave the organization.
Is the firm providing with any training to reduce
bullying cases?
Bullying can be considered to be a punishable
offence at the workplace, however, currently there

23BULLYING AT WORKPLACE
does not exist any such training session which
will then, influence the employees to prevent
bullying