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Compose a 2250 words essay on Workplace bullying. Needs to be plagiarism free!Download file to see previous pages... Subsequently, effects in the wider community can include lower production, early re
Compose a 2250 words essay on Workplace bullying. Needs to be plagiarism free!
Download file to see previous pages...Subsequently, effects in the wider community can include lower production, early retirements and an increase in the costs of health care services. Globally, nations are implementing laws to promote dignity within the workplace, and to ban a range of forms of workplace harassment (Giga &. Hoel, 2004). However, actual research of how best to ascertain the presence and degree of workplace bullying within an organisation remains contentious. This paper will explore the suitability of using survey instruments to understand the organisational context of workplace bullying. First the background of workplace bullying shall be outlined. Second a literature review of survey instruments used shall be presented, with a focus on the Negative Acts Questionnaire (NAQ). Strengths and weaknesses of the survey instrument shall also be identified. The conclusion will resolve the question of survey question suitability, and also provide recommendations for future research.
There are various forms of workplace bullying that can be broadly categorized into two main types: 1) work-related and 2) person-related. Work-related bullying is indicated by constant criticism, not being provided with information, and excessive monitoring. Person-related bullying can include being subject to insults, teasing, false allegations, rumors, social exclusion, humiliation and or intimidation (Einarsen &. Hoel, 2001. Knott, 2004). Bullying, whether in the workplace or elsewhere, is about power in social relationships, or more specifically, power differences (Hoel &. Cooper, 2000). Within the workplace, bullying may also be referred to as mobbing, workplace aggression, petty tyranny or victimization (Aquino, Grover, Bradfield &. Allen, 1999). Ultimately, workplace bullying is repetitive, persists over time, and results in a hostile work environment (Hoel &. Cooper, 2000).
The antecedents to workplace bullying vary across organisations and departments within organisations, however, studies point to the values of the organisational culture, the representation of these values in policies, and the roles, and task demands of employees as primary factors (Hoel &. Cooper, 2000). The direct consequence of workplace bullying has been shown to be increased stress and negative responses from some employees (Giga &. Hoel, 2004). Conceptual issues of how to define and measure workplace bullying in order to understand it are dominant research areas currently (Knott, 2004). Studies show that a failure to address issues of workplace bullying places organisations at risk of increasing costs due to sick leave, compensation and a tarnished public image (Hoel &. Cooper, 2000). Literature suggests a focus on the psychosocial aspects of the workplace as potential antecedents and prevention variables (Einarsen, Hoel, Zapf &. Cooper, 2003). There is a current emphasis on the use of survey instruments to identify and measure bullying within the workplace adequately account for the organisational context.
