Preventive actions can be followed up to ensure bullying will not repeat. Employees are strongly encouraged to partake in creating safe workplace procedures and policies dealing with bullying. All employees concerned should report any incident of bullying to the appropriate
This is a means of letting employees report unsafe conditions with an assurance that management will take appropriate action. The company will allocate resources financial, material, and personnel for identifying and controlling hazards in operations and processes and potential hazards, installing engineering controls, purchasing personal protective equipment, and promoting and training employees in safety and health. In this program, it is always the company to set a good
Hazardous working conditions may appear in an organization in routine basis so workers must be well prepared for this and they should learn to cope with this. For this organizations must educate about health and safety programs. Provisions for sick leaves, safety pays etc can help workers feel secure and get motivated to work efficiently. Employee Awareness Health and safety practices within workplace are vital as they help prevent organizational conflict and make them proactive for the possible difficult circumstances. Wrong and unethical acts of workers within the organization are matter of concern as this disturbs organizational harmony.
I’d help them deal with the bully and help them speak up to him/her. In a case when I’m not around and I’m busy, I’d give them steps to deal with the problem. I would first tell them to first ignore the bully. If that doesn’t work, I’d tell them next to be brave and to stand up to the bully, letting them know that he/she isn’t alone. I’d also tell them not to bully back because that would make everything worse, and he/she would also become a bully.
If you remain silent, afterwards they will surely come over you for the second time. You must also keep a record of the details of the incidents in order to prove the truth. Then, you could report to the human resource management and if you got no response from them, proceed to the next level of management. While as an employer of a company, you must clearly stated about what is meant by bullying in the workplace and given some examples of it. You must strictly enforces the rules and obligation by define the punishment of bullying to your employees.
Organizations need to understand the proper risks related to bullying and how it can economically impact their company. Companies need to take strict actions against bullying and make laws equal for all employees including the higher authorities as well. They should provide clear consequences against bullying during hiring process and should even teach all employees to stand up against any crime towards bullying. Proper policies should be implemented to given right law and order in the company. “An organization should have a code of conduct that provides concrete examples of desirable and forbidden behaviors.
HR needs to make sure they educate all of their new hires on what the company will deem a conflict of interest before firing them. Making them acknowledge and sign agreements stipulating this would also be a good weapon to combat frivolous employee claims against this policy. When an issue arises, HR needs to inform the employee in question they are against this policy and what they can do to be in compliance. If the employee fails to take the necessary action to be in compliance with this policy, HR may have to terminate them. As an HR professional, I know that a termination looks far worse than a resignation.
A well constructed and well-implemented plan within an organization may stop inappropriate conduct before it creates a problem for individual employees or the company. Moreover, Managers must ensure that such situations do not occur at workplace. Employees need to be informed and addressed on such matters. They must be aware of the law that protects them. Independent bodies must take the responsibility to make regular checks in organizations so as to question staff and ensure that everything is going on well with their
3.2.2. McGregor’s Theory X and Theory Y In McGregor’s theory he mentioned that “if you treated people as responsible and self-motivated thus they will act in a responsible and motivated manner” (Torrington et al 2002 page 343) Theory X would limit subordinates ability to exercise discretion and use incentive schemes and penalties as primary inducements for increased effort. Theory X states that the average human being has inherent dislike of work, and will avoid it if possible since people dislike working they must be coerced, threatened and otherwise punished most employees seek to avoid responsibility and will look for formal guidance, direction and authority at every opportunity. Most employees regard security as more important than ambition
This intervention can include mediation, role clarity and workload reviews, and redefining policies to ensure fair treatment. Also allowing the perpetrator and victim the chance to sit down through facilitated discussions, and creating a plan on how to move forward while looking at the future of the co-worker relationship. These interventions can also include counseling services which offer coping skills and provide adaptive emotional intelligence tips within the workplace. Employees with successful coping skills are better at recognizing and avoiding aggressive behaviors further on (Zapf & Gross, 2001). Consequences need balance, they shouldn’t always just be used when a person is needing reprimanded.