Workplace Bullying Policies and Implementation at JB Hi-Fi Company

This report examines workplace bullying and harassment within the context of JB Hi-Fi, a multinational organization. It begins with an introduction to the issue and a description of the company's operations. The report argues for the implementation of new workplace bullying policies, outlining the rationales and benefits, such as compliance with labor laws and the promotion of a positive organizational culture. It analyzes HR literature to support these policies, emphasizing the roles of HR management, training, and the use of a grievances portal. The report also addresses potential issues in implementing these policies, including employee resistance and the need for cyber computing resources. The conclusion summarizes the key findings and reinforces the importance of addressing workplace bullying to create a healthier work environment. The report references various academic sources to support its claims.

RUNNING HEAD: Workplace bullying in big organization
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Name of the student-
Topic- : Workplace bullying in big organization
University name

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Table of Contents
Introduction...........................................................................................................................................3
Present description of the organization..................................................................................................3
Rational for implementing new workplace bullying policies.............................................................3
Conclusion.............................................................................................................................................8
References.............................................................................................................................................9
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Introduction
In this report, workplace bullying and other harassment cases has been discussed. With
the ramified economic changes and complex business structure in many multinational
organizations, employees are facing workplace bullying and other harassment cases in their
working. In this report, JB Hi-Fi Company has been taken into consideration which has
operated its business in Australia and other countries as well.
Present description of the organization
JB Hi-Fi Company mainly operates its business in Australia and New Zealand and
having more than 124 units around the globe. The main headquarter of company is in
Australia. The JB Hi-Fi Company currently employees more than 7.81 K people in its
business operation. In this organization, management has maintained strong employees’
policies and frameworks for operating effective organizational culture. Nonetheless,
employees have faced workplace bullying and other harassment while working in this
company. Workplace bullying policies is required to implement in JB Hi-Fi Company so that
company could maintain effective business functioning for the betterment of the organization
(JB HI-FI, 2017).
Rational for implementing new workplace bullying policies
Company should have effective workplace bullying policies which will apply to all
employees including CEO, management and other staff members of company. This policy
contains statement about the consequence of violating and reporting, investigating and
standards rules and regulations for employees. This new workplace bullying policies also
contains rules and regulations of anti-discrimination and anti-harassment policies.
Nonetheless, JB Hi-Fi Company has planned to include these workplace bullying policies in

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its HR policies to reduce the complexity and issues of business. The main rational behind
formulating and implementing workplace bullying polices in JB Hi-Fi Company is related to
its increasing business complexity and managing employee’s problems in efficient manner. If
JB Hi-Fi Company could change its existing organization business policies as per the
workmen compensation act, anti-discrimination and anti-harassment policies (Hutchinson
and Eveline, 2010).
Analyse, assess, and evaluate HR literature to support the Workplace
bullying polices and rules
With the ramified economic change and complex business structure, various
employees have been facing issues of workplace bullying in organization. Workplace
bullying and other harassment in the business functioning is the common issues which each
and every organization has been facing. Workplace bullying and other harassment includes
several acts such as verbal derogatory comments, negative physical contacts and humiliating
other employees. However, in order to curb these kinds of acts in organization, company
could implement proper workplace bullying policies and rules. These workplace bullying
policies and rules should be the important part while formulating the HR policies and rules in
an organization. JB Hi-Fi Company has used these workplace bullying policies and rules to
reduce the conflicts and issues between employees. It is observed that in JB Hi-Fi Company,
employees have faced issues, mostly related to offensive derogatory comments from each
other. If newly framed Workplace bullying polices is implemented in business then it could
help management to curb these kinds of activities and cases in effective manner. The human
resources policies and organizational culture is the key pillar for curbing this kind of
workplace bullying cases in an organization. It is found that in organization employees facing
these issues may find difficult to complain against it to HR department due to less effective
workplace bullying policies. Therefore, HR policies of particular company should include

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these work place bullying policies in determined approach (Hershcovis et al., 2015). In
Workplace bullying, human resource management department in organization plays an
important role. If all the employees indulged in human resource department, makes efforts to
implement proper workplace bullying polices in organizations then it will reduce the
workplace bullying cases and negative impact of workplace environment on employees.
It is considered that if management department wants to manage people in the
organization then company should focus on giving training so that the person can get
knowledge about the work. In addition to this, proper motivation to employees towards the
better outcomes of the organization will also reduce the cases of workplace bullying polices.
If they have the knowledge then they can work in an effective manner and give their best
(Etienne, 2014). It is observed that implementation of workplace bullying policies in an
organization could be more strengthen after installing new advanced cyber computing
enterprises resources planning.
This advanced cyber computing enterprises resources planning helps in developing
new grievances portal in the business. This grievances portal is the strongest pillar in
implementing workplace bullying polices in JB Hi-Fi Company. It is considered that if
company could use proper level of grievances portal accompanied by the online cyber
computing system then it will make easy for the employees to resolve their queries and
problems in effective manner. This grievances portal would be great help in implementing
Workplace bullying polices in organization. It is observed that in JB Hi-Fi Company,
employees have faced issues related to derogatory comments from the management
department and other employees (Farr-Wharton, et al., 2017). In most of the cases, tough
organizational policies and setting high targets also comes under the workplace bullying
cases. Therefore, this grievances portal establish will increase the overall effectiveness of the

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resolving queries and issues of employees. The human resources management department
focuses on establishment of nexus between employees growth with the organizational
development. This could only be done after implementing proper human resources policies
and Workplace bullying polices in determined approach. This grievances portal and setting
new department for employees queries established under the Workplace bullying polices may
be good help for the betterment of the organization. Nonetheless, management department
with the assistances of human resources management department could conduct meetings and
seminars to identify the issues and cases related to workplace bullying cases in company.
This will help in implementing employee’s oriented organizational policies and increasing
the working effectiveness of the employees (Etienne, 2014). These workplace bullying
policies focuses on reducing the negative behaviour of employee and create healthy
organizational culture. If these policies are implemented then it will not only increase the
overall productivity of the organization but also increase the overall outcome of the business.
JB Hi-Fi Company through its proper motivation program has motivated its employees
towards the better outcomes of the organization which will eventually reduce the cases of
Workplace bullying polices in the working business process. However, setting standards and
positive organizational culture where employees are kept free to put their points before
management department.
Issues in implementation of workplace bullying policies
After evaluating the annual report and organizational culture of the JB Hi-Fi
Company, it is considered that employees of JB Hi-fi Company are more rigid and may find
difficult while following these new rules and regulations. It is observed that this workplace
bullying policies could be implemented in JB Hi-Fi Company only after installing new
advanced cyber computing enterprises resources planning. It is observed that if employees in

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company are dominated or humiliated by others in organization then they could use only
dashboard mechanism to raise their queries and issues. Another issue in implementation of
workplace bullying policies is cumbersome process of human resources management to adopt
these policies and frameworks for the betterment of organization. It is observed that
workplace bullying policies must contain all the details and consequences of not complying
with the framed rules and regulation. In the starting, employees may face several difficulties
while implementation of workplace bullying policies. However, proper surveillance and
internal control program of human resources management department will increase the
effectiveness of the implementation of workplace bullying policies. Nonetheless, these newly
implementation of workplace bullying policies may also change the existing business
functioning and decrease the overall outcomes of the business. It is observed that employees
may find difficult to adapt with the changes in organization (Campbell, 2015). Apart from
that, newly advanced workplace bullying policies will require company to install cyber
computing enterprises resources planning in its value chain activities. This cyber computing
enterprises resources planning will establish automation in filling complains and assessing
the organizational environment in effective manner (Lewis, Megicks and Jones, 2017). This
will reduce the negativity in business and promote employees to follow corporate policies in
effective manner. The main issue which company could face is related to rigid behaviour of
employees towards accepting the new workplace bullying policies in organization. In
addition to this, JB Hi-Fi Company is having corporate governance policies and followed all
the corporate social responsibilities policies in determined approach (O’Rourke & Antioch,
2016). These policies have allowed company to create employees oriented organizational
culture. Nonetheless, many people have faced issues such as derogatory behaviour of
management department, setting high targets for employees and working beyond the working
hours. However, asking employees to work beyond the working hours are relevant only when

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they are paid for their overtime. Therefore, implementation of these newly workplace
bullying policies in JB Hi-Fi will also impact the management department and their strategic
planning in organization (Gattis, 2017). These workplace bullying policies will focus on
establishment grievances portal for employees so that they could easily raise their queries and
issues in front of management department through this portal. In addition to this, it will also
reduce the employee’s turnover and increase the overall efficiency of JB Hi-Fi Company.
Now, after evaluating all the internal and external factors of company, it is considered that,
management department needs to arrange another assessment department before
implementing new workplace bullying policies in organization (Budden, et al. 2017).This
workplace bullying policies of JB Hi-Fi Company is covered and rolled around the workmen
compensation act, Fair Work Act, 2009 and world health organization which forces company
to implement proper workplace environment for the benefits of employees. As per the new
changes in workmen compensation act, employees are not allowed to work more than 8 hours
in a day or they will be paid overtime for their work (French, Boyle, & Muurlink, 2014).
Conclusion
In this essay, various information related workmen compensation act, Fair Work Act,
2009 and world health organization and policies formulated for the workplace bulling have
been taken into consideration. Nonetheless, many organizations have failed to implement
these policies and rules and faced workplace bulling cases in their value chain activities. JB
Hi-Fi Company has faced these workplace bulling issues due to its non-effective employees
oriented policies. However, newly formulated workplace bulling policies of company will
cover provisions and rules of workmen compensation act, Fair Work Act, 2009 and world
health organization which will bind management department and employees to work
accordingly.

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References
Budden, L.M., Birks, M., Cant, R., Bagley, T. and Park, T., 2017. Australian nursing
students’ experience of bullying and/or harassment during clinical
placement. Collegian, 24(2), pp.125-133.
Campbell, M. A. (2015). Policies and procedures to address bullying at Australian
universities. In Bullying Among University Students: Cross-National Perspectives (pp. 157-
171). Routledge (Taylor & Francis Group).
Etienne, E., 2014. Exploring workplace bullying in nursing. Workplace health &
safety, 62(1), pp.6-11.
Farr-Wharton, B., Shacklock, K., Brunetto, Y., Teo, S.T. and Farr-Wharton, R., 2017.
Workplace bullying, workplace relationships and job outcomes for police officers in
Australia. Public Money & Management, 37(5), pp.325-332.
French, B., Boyle, M. V., & Muurlink, O. (2014). Workplace Bullying in Australia: The Fair
Work Act and its impact. New Zealand Journal of Human Resource Management, 14(2), 69-
81.
Gattis, V.M., 2017. A Case Study of Workplace Bullying, Resilience, and Professional
Women (Doctoral dissertation, Grand Canyon University).
Hershcovis, M.S., Reich, T.C. and Niven, K., 2015. Workplace bullying: causes,
consequences, and intervention strategies.

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Hutchinson, J. and Eveline, J., 2010. Workplace bullying policy in the Australian public
sector: why has gender been ignored?. Australian Journal of Public Administration, 69(1),
pp.47-60.
JB HI-FI, 2017, annual report, Retrieved on 29th November, 2017 from
Lewis, D., Megicks, P. and Jones, P., 2017. Bullying and harassment and work-related
stressors: Evidence from British small and medium enterprises. International small business
journal, 35(1), pp.116-137.
O’Rourke, A., & Antioch, S. K. (2016). Workplace bullying laws in Australia: Placebo or
panacea?. Common Law World Review, 45(1), 3-26.

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