If bullying has negative effects on a person, then questions need to be answered about this growing phenomenon. Bullying is defined as “direct behaviours such as teasing, taunting, threatening, hitting and stealing that are initiated by one or more” (Banks, 1997, p.1). Bullying has been ever present, however, due to the extensive work of many scholars, such as Olweus (1993), the problem has been scrutinised and explored worldwide making it a concern on a global scale. Other scholars define bullying as a conscious, wilful, and intentionally hostile activity that is intended to harm (Coloroso, 2003). Pepler (2008) states that bullying is a repeated aggression in which a position of power exists between the person doing the bullying and the person
The fear of losing one’s own job could be associated to Quantitative job security and the concern about certain valued aspects of a job such as insufficient/inadequate salary prospects could be associated to Qualitative job insecurity. The author of the article claims that if the employees are bullied there is a high likelihood that these workers may feel that their job is at stake and shall exhibit higher and higher levels of job insecurity. The study invariably looks upon the longitudinal relationship between bullying and job insecurity. The study actually revolves around the Leymann hypothesis and attempts to address the same. This particular proposition points out that bullying in the work place is linked with the rejection in working life.
Besides sexual harassment, bullying in the workplace is also a serious issue which must be concern. Bullying can be verbal and non verbal which force someone to do something unwanted by using personal superior strength. Bullying could isolate and hurt a person mentally. Bullying occurs when someone repeated a pattern of behavior which is intended to abusive, violence or even harms a particular person or a group of people. Approximately 54 millions of workers, or 35 percent of U.S. employees, are targeted by a bully at their workplace, according to the Workplace Bullying Institute.
It is important for managers to understand what the most common causes of conflict are in the workplace. Often conflicts will begin as one type and evolve into another, or can be complex and incorporate various types of conflict. It is important for managers to recognize and identify the various types of conflict so that you can address the situation appropriately. The most common conflicts in the workplace are feelings of being undervalued, impractical expectations, stress, internal conflict, and poor management leadership. (Walker & Miller, 2015).
Incivility defines as “a rude or unsociable speech or behavior (Merriam 2010). The types of behaviors that constitute between nurses can be due to stress, heavy workload, bullying, harassment and aggressions. Incivility and bullying in nursing are complex problems that have garnered much attention in recent years (Felbinger 2008). Emerging evidence suggests that incivility in the workplace has significant implications from nurses, patients, and health care organizations causing a high turnover rate. Design This study uses a descriptive qualitative design the aims of the study are to describe the factors
Theoretical Framework This study is postulated on the theories, concepts and principles regarding on Workplace Bullying and its impact on employees productivity and performance. According to Einarsen’s conceptual framework Model (see Figure 1) of the nature and cause of workplace bullying (Einarsen 2003; as cited in Einarsen, 2005), three elements can describe the causes of workplace bullying: individual, social and organizational. Hoel and Stalin (2003; as cited in Lewis, 2004) suggested that there are four antecedents to organizational causes of workplace bullying, namely: the changing nature of work, how work is organized, the organizational culture, and leadership. The changing nature of work can be attributed to globalization, mergers and the current economic recession, among others (McCarthy, 2003). ‘How work is organized’ and the ‘leadership style’ of the organization can produce role conflict and poor work control (Einarsen, Raknes and Matthiesen, 1994; as cited in Jennifer, 2000).
Again, it can be seen that this is a good strategy, because it gives a deep understanding of the subject. In the third section, the authors explain “How does Fredo damage the firm”, which is essential, as it gives an ample explanation of the damaging behavior these kinds of employees have to the firm and the family wellbeing. As stated in the discussion, the presence of a Fredo in any position in the firm can have fatal consequences in almost every division of the firm. The authors return to the root of the concept, and explain through the “The Godfather” precedent, how the exposure of the Fredo in a firm strains the business from the emotional and the financial perspective. Moreover, a non-fiction example is given to balance the line between fantasy and reality.
As a result, a negative consequences affect psychiatric nurses which depend on the type of assaults ,for instance, anger, shock, occupational anxiety and depression as emotional reaction ( Estryn et al,2008). Beside the negative consequences for the victims, violence likewise involve other patients, employers and colleagues. For instance, it associated in the work productivity, low quality of care and high level in workload (Mirjam et al,2015). Most potential occurrence of violence are averted when nurses are trying to manage it by using management strategies like de-escalation, breakaway techniques, seclusion and restrain(Van Dorn et al,2012). In my experience, I have been a victim of violent caused by different type of agitated patients in form of verbally abused, physically abused( pushed, kicked and tried to throw food try on me) and verbally threatened.
Nowadays, bullying is now vast, and has already been a problem for a very long time, like how technology keeps on advancing; it is also the same for bullying. Every year, it seems that bullying is getting worse, and people may have to take action before it is too late. According to the Department of Health and Human Services (DHHS), there are three types of bullying: verbal bullying, social/relational bullying, and physical bullying (Johnson, 2014). Verbal bullying in which people say insulting words that harms an individual’s confidence. Whereas, social/relational bullying is where a person is bullied behind his/her back.