Analyzing Workplace Bullying: Laws and Strategies by Nestle Company

This essay provides an overview of workplace bullying, defining it as harassment that adversely affects employees' well-being and work. It highlights the legal frameworks in place to combat workplace bullying, such as the Fair Work Act 2009 and the Work Health and Safety Act 2011, which emphasize the duty of care for workers. The essay then focuses on Nestle's strategies to address workplace bullying, including implementing effective communication channels, adopting a zero-tolerance policy, and providing training to employees. These strategies aim to create a safer and more secure work environment, ultimately improving employee performance and contributing to the company's overall success in the competitive market. The conclusion emphasizes the importance of minimizing workplace bullying to achieve organizational goals.

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Introduction
In this paper the focus will be given on the discussion related to Workplace Bullying. In the first
phase of the paper, the elaboration will be made on Workplace bullying. The next phase of the
paper will discuss about the laws related to workplace Bullying and then at last the discussion
will be made on the strategies of Nestle in context to address Workplace Bullying.
Workplace Bullying
According to Einarsen, Hoel, Zapf and Cooper, it can be defined as the Bullying at work means
harassing, offending and also adversely affecting the work of the others. Workplace Bullying can
also be related to emotional and physical harm of the individual in the workplace (Coetzee and
van Dyk, 2018).
Laws related to Workplace Bullying
It is important for the companies to focus on considering the laws so that it can be easy to
maintain safety of the employees in the workplace. There are various laws which are related to
workplace bullying. It has been seen that to reduce the workplace bullying anti- bullying
measures in the Fair Work Act 2009 were introduced and this law help to minimize the issue
related to workplace bullying. The other law related to reduce the workplace bullying under
section 19 is Work Health and Safety Act 2011. In this law it has been stated that it the duty to
care of the workers so that it can be easy for the employees to complete the work with efficiency
in the workplace (Creighton & McCrystal, 2017).
Strategies considered by the Nestle
 Effective communication
The Company has taken into consideration the strategy related to effective
communication so that workplace can be reduced. It has been seen that company
implemented open communication in which the employees can share their views with the
top management.
 Zero tolerance policy
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Nestle has also taken into consideration zero tolerance policy so that employees can
manage the situation of workplace bullying in a proper manner. By implementing this
strategy the aim of the company is to provide safety and security which directly affect the
performance of the employees (Magee, Gordon, Robinson, Caputi & Oades, 2017).
 Training
Training is also the strategy which is considered by the company so that employees can
feel motivated towards their job. It has been seen that through training the company
provide information to the employees about their rules and policies. It is important for the
top management to maintain privacy of the employees so that they can give their best
towards the activities of the company (Haff & Triplett, 2015).
Conclusion
So, by focusing on the paper it has been concluded that workplace bullying is one of the popular
term in the present era. It is important to minimize workplace bullying at the workplace as it can
help the company to accomplish goals and objectives. Nestle has also considered various
strategies like effective communication, zero tolerance policy and training which has given
positive impact on the overall activities of the company. Therefore, it can be stated that
workplace bullying should be reduced so that growth can be attained in the competitive market.
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References
Coetzee, M., & van Dyk, J. (2018). Workplace bullying and turnover intention: Exploring work
engagement as a potential mediator. Psychological reports, 121(2), 375-392.
Creighton, B., & McCrystal, S. (2017). Esso Australia Pty Ltd v. the Australian Workers' Union:
Breaches of Orders, Coercion and Protected Industrial Action under the Fair Work Act
2009 (Cth). Sydney L. Rev., 39, 233.
Haff, G. G., & Triplett, N. T. (Eds.). (2015). Essentials of strength training and conditioning 4th
edition. Human kinetics.
Magee, C., Gordon, R., Robinson, L., Caputi, P., & Oades, L. (2017). Workplace bullying and
absenteeism: The mediating roles of poor health and work engagement. Human Resource
Management Journal, 27(3), 319-334.
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