Workplace Bullying

1. Workplace Bullying This is a presentation by: http://buypaper.org/ Visit our website for more academic papers and sample papers.

2. Introduction Workplace bullying is the use of aggressive, intimidating, humiliating and demeaning language and actions against other people at the workplace. It is a deliberate tendency to inflict a psychological harm on the target individual by his co-worker or his senior at workplace. http://buypaper.org/

3. Typologies and perspectives in workplace bullying • The first category is threatening the professional status of the target individual/ group. This entails intimidation by use of disciplinary measures, failure to acknowledge the productivity of the target individual/group, humiliation in public, belittling one's opinions etc. http://buypaper.org/

4. Typologies and perspectives in workplace bullying • The second perspective is overworking the target individual or group. This includes imposing undue pressure, unreasonable deadlines and disruptions to the target individuals/ groups. http://buypaper.org/

5. Typologies and perspectives in workplace bullying • The third perspective is isolation. This may entail: • Withholding information, • Excluding or ignoring the target individual/ group, • Social/ physical isolation, • Preventing the target individual from accessing career development opportunities in the organization. http://buypaper.org/

6. Typologies and perspectives in workplace bullying • The fourth bullying perspective is destabilization. This entails shifting performance goal posts, setting unreasonable performance goals to fail the target individual, failure to recognize/ acknowledge good work and allocation of meaningless duties to the target individual. http://buypaper.org/

7. Typologies and perspectives in workplace bullying • Sexual harassment and gender based discrimination is also a common form of workplace bullying. The main targets of this form of bullying are female employees. http://buypaper.org/

8. Prevalence of Workplace Bullying Workplace bullying can be intra-gender or extra-gender. • The former involves bullying practices between people of the same sex while the latter involves people of the opposite sex. http://buypaper.org/

9. Prevalence of Workplace Bullying • Intra-gender bullying is a common case involving senior employees and their subordinates. • It often stems from a bad social or professional relationship in which the powerful ventures to frustrate the powerless. http://buypaper.org/

10. Prevalence of Workplace Bullying • Extra-gender bullying is often characterized by sexual discrimination and molestation of the target individuals/ groups. http://buypaper.org/

11. Prevalence of Workplace Bullying • North America has been the front-runner in championing workplace equality and elimination of gender based discrimination. Despite this concerted efforts, workplace bullying remains rampant in Canada and the United States. http://buypaper.org/

12. Prevalence of Workplace Bullying • The case of gender based workplace bullying is also an issue of concern in Asian countries. Many Korean companies discriminate employment and promotion of women into managerial position based on a cultural prejudice that women are less productive when compared to men. http://buypaper.org/

13. Prevalence of Workplace Bullying • Another common phenomena that illustrate workplace bullying is the treatment of women in the military. Many countries exclude women in military occupations because of the prejudice that they lack physical strength and emotional endurance demanded in the occupation. http://buypaper.org/

14. Management of Workplace Bullying • There is a need for the affected group to put in more concerted efforts to alleviate their plight. • They should urge organizational management to employ human resource management policies and practices that promote equality and alleviate bullying/ mistreatment at workplaces. http://buypaper.org/

15. Intervention and Diagnosis • The affected group should report cases of workplace bullying to the organizational management. In return, the management should employ a human resource management policy that mitigates discrimination, harassment and bullying. http://buypaper.org/

16. Intervention and Diagnosis • The first employment policy is diversity expansion. Organizations should implement gender/ cultural diversity and equal opportunity for all members based of their performance capabilities. http://buypaper.org/

17. Intervention and Diagnosis • The second policy is driving gender sensitivity. All organizational employees should be trained on the importance of respecting each other irrespective of gender and cultural differences. http://buypaper.org/

18. Intervention and Diagnosis • The third policy is undertaking a cultural audit to expose the cultural and gender-based adversities. The policy should mitigate all reported cases of workplace bullying and other forms of discrimination. http://buypaper.org/

19. Intervention and Diagnosis • Lastly, the organizations should employ a HR policy that seeks to leverage cultural and gender diversity to enhance high performance. • People should be trained on the importance of accommodating each other in a bid to foster required motivation for high performance. http://buypaper.org/

20. Intervention and Diagnosis • Lastly, the affected group should be trained on managing anger and frustrations born from workplace bullying and discrimination. • This can only be achieved if the affected group is guaranteed of the organizational efforts to address discrimination and bullying. http://buypaper.org/

21. Conclusion Workplace bullying is identified as a form of discrimination in which the perpetrators use aggression behaviour to intimidate and demean their co-employees. The prevalence of gender-based discrimination and sexual harassment in organizations underscore that not much has been done to alleviate workplace bullying. This is just an excerpt from a research paper on work place bullying written by one of our writers. Visit our website for more. http://buypaper.org/

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