CEO Report: Analyzing Workplace Bullying and Recommending Solutions

This report addresses workplace bullying within a 2,000-employee organization, as requested by a new CEO. It begins by defining workplace bullying and explaining how to identify it, referencing behaviors like intimidation, verbal abuse, and performance-related tactics. The report then outlines the risks and impacts of bullying, including psychological and physical health problems for victims, decreased employee performance, and potential legal and reputational damage for the organization. It assesses the absence of current policies and procedures to uncover, monitor, prevent, and discipline bullying behavior within the organization. The report concludes by recommending the implementation of strong policies and procedures to address bullying, emphasizing clear standards of behavior, outlined in a code of conduct, and incorporating reasonable management actions to prevent escalation. The report references external resources like bullyfreeworkplace.org and workplacebullying.org to support its findings and recommendations.

Running Head: ADVANCED HUMAN RESOURCE PERSPECTIVE
ADVANCED HUMAN RESOURCE PERSPECTIVE
Name of the Student
Name of the University
Author Note

1ADVANCED HUMAN RESOURCE PERSPECTIVE
Table of Contents
Bullying at Workplace...............................................................................................................2
Reference....................................................................................................................................4

2ADVANCED HUMAN RESOURCE PERSPECTIVE
Bullying at Workplace
Workplace bullying is targeted and harmful behavior, which happens at the work. It
can be violent, intimidating, mocking and spiteful. This forms a pattern that have a tendency
to to be focused at the single person or group of people. Some of the instances of bullying
includes targeted practical jokes, intentionally misleading regarding duties of work such as
unclear directions or incorrect deadlines, excessive monitoring of performance, overly unjust
or harsh criticism, continued rejection of the appeals for the time-off without the valid or
suitable reason and humiliation, threats and the other verbal abuse. Bullying can be done
indirectly. One of the ways to identify it is considering the way others might be considering
what is happening. It can at least depend partially on circumstances. However, if most of the
person would see particular behavior as unreasonable then it that case, it is generally
bullying. There are various kinds of bullying behavior such as verbal, intimating, related with
the performance of work, retaliatory and institutional. The behavior of bullying is repeated
over time. It sets apart from the harassment that is often limited to the single instance.
However, persistent harassment becomes bullying (bullyfreeworkplace.org).
There are great risk and impact of the bullying in organization. The bullying effects at
workplace does not end when one leaves office. The bullying victim may cause psychological
and physical health problem such as stress, anxiety, panic attacks, trouble sleeping and higher
blood pressure. The employees that are bullied are incapable for performing their jobs
according to best of their ability (Workplacebullying.Org). The performance problems
include having problems in decision-making, incapacity in working or concentrating and
lower productivity. All these factors will have greater impact on the organization because it
may result in embarrassing legal issues and damages the reputation of company (Fox, Suzy
and Renee).

3ADVANCED HUMAN RESOURCE PERSPECTIVE
Currently, in our organization, there is no specific procedures and policies for
uncovering, monitoring and preventing this behavior. However, it is quite important for the
organization to prepare policies and procedures for taking action against those who are
committing bullying at workplace.
Hence, it can be recommended that company should implement strong policies and
procedures for avoiding any kind of possible risk of bullying at the workplace. In developing
policy for preventing bullying, the main focus should be on responding and preventing
behaviors, which are offensive or which can be potentially harmful to the others. The
organization should set as well as enforce the clear standards of the behaviors by code of the
conduct or the policy of workplace that helps in outlining what is appropriate or inappropriate
behavior and what actions can be taken for dealing with any kind of unacceptable behavior.
This needs to be applied to all the behaviors, which occurs in the connection with the work
and even if it occurs outside the normal hours of working. These standards of behavior need
to be included as reference to the reasonable action of management. The benefit of this
approach results in addressing of unreasonable behaviors in the organization before it is
escalated into the workplace bullying (Drabek, Marcin and Dorota Merecz).

4ADVANCED HUMAN RESOURCE PERSPECTIVE
Reference
bullyfreeworkplace.org. "California Healthy Workplace
Advocates". Bullyfreeworkplace.Org, 2020, https://bullyfreeworkplace.org
Drabek, Marcin, and Dorota Merecz. "JOB STRESS, OCCUPATIONAL POSITION AND
GENDER AS FACTORS DIFFERENTIATING WORKPLACE BULLYING
EXPERIENCE". Medycyna Pracy, 2013. Nofer Institute Of Occupational Medicine,
doi:10.13075/mp.5893/2013/0024.
Fox, Suzy, and Renee L. Cowan. "Revision Of The Workplace Bullying Checklist: The
Importance Of Human Resource Management's Role In Defining And Addressing Workplace
Bullying". Human Resource Management Journal, vol 25, no. 1, 2014, pp. 116-130. Wiley,
doi:10.1111/1748-8583.12049.
Workplacebullying.Org. https://www.workplacebullying.org/./. 2020