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.
Negative self talk and self criticism often results in low self esteem and a lack of confidence. You may be very harsh on yourself, focusing in on all of your weaknesses and perceived flaws. Likewise, you may extend this habit of criticism to others in your life. This can be the cause of tremendous strain on relationships. Analyze and compare the thinking to reality.
These stressors and strains can consist of lack of sleep, hostility, workplace or family related conflicts, low commitment and or low morale (Brit, 542). If ineffective leaders do not disseminate tasks appropriately or motivate their personnel, it will likely result in disorganization and confusion further prolonging or halting the
The Safeguarding Vulnerable Groups Act (SVGA) 2006 and Safeguarding Vulnerable Groups (Northern Ireland) Order (SGVO) 2007, place a duty on employers of people working with children or vulnerable adults to make a referral to the ISA in certain circumstances. Following a structured decision-making process, the ISA can make a „discretionary‟ barring decision. Aggressive behaviour, harassment and bullying within the work place must be dealt with not only for the employee but the business. Workplace abuse can be highly damaging, with incidents being far too frequent. It can cause legal repercussions, loss of employees and damage companies reputations.
The most common of such faults should recognize the existence of a large number of management levels, where information while passing from level to level is lost or distorted. Another drawback is the lack of stable horizontal linkages between departments. Another drawback is the presence of conflicts between different groups and units. Conflicts often inherent in the structure of the organization. Units or individual managers, are in conflict, not only can promote the rupture of communication links within the organization, but to use a communication network to achieve its goals in the fight with other units or leaders.
Generally if a person is in a positon of power or status they feel they need to protect them and often they become threatened by another person’s abilities in their job performance (Lutgen- Sandvik & McDermott, 2008). Another reason why people bully can be due to employee competition such as, sale targets being achieved. This can lead to verbal abuse as employees may try to discredit a fellow colleague by spreading rumours to sabotage their competitor (Lutgen- Sandvik & McDermott, 2008). Also, those working within the health and social care professions are working in extremely stressful environments, therefore competition between colleagues may lead to increasing demands on job performance. Similarly, Einarsen and Zapf (2003) highlight the reasons why people become victims or targets of bullying within the workplace environment.
When an individual's personal goals are at stake and are not aligned with the organization goals there can be situation of conflict between individual and organization and the individual may had to fight for his personal goals, creating a conflict situation that will hamper success of the project (Janie Sullivan). Another conflict that according to my experience can happen in the organization is of not having Enough Resources. Resource scarcity, time and material can cause teams to undercut, leading to conflict between departments or other work groups. Valuable resources need to be protected, as well as distributed fairly among all the groups. Starting out a project with a clear picture of the resources available will help waylay some of this conflict.
The use of competitive conflicting style will create a negative result when used in certain situations or inappropriately. After all, the “win-lose” approach leaves no room for compromise. Management that choose this approach with their employees may breed hostility between parties. Power driven decisions made abruptly can strain the relationships between individuals of the workplace. This can possibly result in resentment and retaliation, which would eventually lead to lower motivation and productivity of the organization.
The slightest delays can have a negative impact on service quality, decreasing the customer’s overall experience. 6. The increased lead-time will affect suppliers by resulting in a decrease or a delay in sales because of the inventory inaccuracies delaying their
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.