Anecedent Organizational Factors That Lead To Bullying

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Discuss the various antecedent organisation factors that can lead to bullying There are numerous antecedent organisation factors that result in bullying within the workplace. One of the antecedent organisation factors is that of the constant changing nature of work. With the world constantly growing and expanding, organisations are reducing their expenditure and expecting more of their employees. This places greater pressure on everybody else as a result (Kompier & Cooper, 1999). Bullying has frequently being associated with a stressful and negative working environment. Numerous work environmental and organisational factors can be considered to produce occupational stress which could possibly increase the risk of bullying or conflict among employees. A stressful working environment may result in interpersonal conflicts and peer bullying may be the outcome (Einarsen et al, 1994). Stress and frustration are also seen as causes of bullying and stress is often a result of poor organisation and management within the workplace. High levels of stress can result in managers taking out their stress on employees. Increased tension between colleagues is often projected onto other staff members and this is known as horizontal bullying (Branch et al 2004). Role conflict and role ambiguity are factors of work organization which have been linked to bullying. Role conflict refers to the extent that workers perceive demands, contradictory expectations and values of their jobs. In studies

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