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Introduction - Is the Workplace Bullying Serious Enough to Warrant Legal Action
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In this assignment, a debate is to be discussed about the suggested topic that IS THE WORKPLACE BULLYING SERIOUS ENOUGH TO WARRANT LEGAL ACTION? This report states some logical arguments and points that will attempt to prove this topic and another part of this report provides some rivalry points or some suggestions against the resolution. For mentioning these points or arguments some logical arguments to be used and evidence, some relevant theories would also be elaborated for making the topic relevant.
Workplace bullying is the continuous series of actions that involve mistreatment from others such as employees and other members in the workplace that causes either physical or emotional hurt. It can indulge some characteristics such as verbal, non verbal, psychological, and physical mistreatment and humiliation. So, to control this harmful bullying at the workplace there is some anti bullying policy with the help of these many people can be safeguarded from bullying at the workplace and a fearless, supportive environment can provide them.
Meaning of workplace bullying
Workplace bullying is the persistent series of actions that are conducted at the workplace with some mistreatment behavior or conducts and it can be either physical or emotional harm. Workplace bullies are normally conducted within the established rules, policies of the organization and their society. Under this person conducted the bullying at workplace having authority to do the same. (Smith, F. L., et al 2018)
Proposition: 1
Support the resolution
Logical arguments
Bullying in the organization or workplace can be dangerous for the people who perform their work and for these legal actions can be warranted. It is like unreasonable repeated actions of someone towards an employee which is created some harmful and risky environment for the health and safety of the employee. (Orr, D., et al 2020) A study was conducted by the National Institute of safety and occupational safety and health that stated as a quarter of 527 private and public companies studied reported some happenings of the previous year. Some examples of bullying such as unwarranted criticism, blame without any factual justification, being sworn at, excessive monitoring and social isolation, and many more. There are many reasons for increasing bullying at the workplace as significant changes in the organization, worker characteristics, and workplace relationship and work system. It affects the organization as well as employees physically and emotionally. (Fink-Samnick, E. et al 2018)
Example
Whether implementing the anti bullying rules or policies that mitigate the depression, anxiety, and low self esteem of employees who are victimized at the workplace due to workplace bullying. (Plimmer, G., et al 2021)
The purpose of any business is to attempt more profit and effective actions completion in ethical working environment at workplace and It can be possible if employees feel safe, secure and confident at workplace. All target achievements, attaining expected results are dependent only on the employees of the business. These goals, targets cannot achieve if employees do not feel safe and secure at the workplace. As a result workplace bullying can make an adverse impact on employees who are targeted in their work and have some suggested work, also affecting their performance in business. Implementing the anti bullying legal rules and policies can prevent the environment from being so toxic for employees so they can feel safe and work so effectively. Workplace bullying is the offensive behavior used to assert one's actions over another. A survey reported that more than one third of employees have been victims of some type of workplace bullying behavior. Mostly these are the supervisors of the organization. Rather than this, they are in favor of some internal manners to combat bullying involving conflict resolution, harassment awareness, and sensitivity training. (Suggala, S., et al 2020)
Theory for supporting this resolution
There is a theory named as Workplace bullying in emergency nursing: Development of a ground theory using situational analysis. This theory explains as workplace bullying negotiates personal lives and made a toxic unit environment. It also negotiates safe patient care. According to the institute of medicine states that work environment is an important factor to facilitate the nurses to provide them secure and caring environment. It also suggests that interactions that affect the quality and safety of the work environment need exploration. The main aim of this theory is to develop a basic theory of workplace bullying as it helps especially in emergency care settings. Under this theory, some situational analysis is provided. Some dataset and filed notes were provided to the participants. This theory resulted in some characteristics of human actors and their reactions to conditions in the practice of nurses that resulted in lesser or higher bullying in the emergency field.
Proposition: 2
Against the resolution
Logical arguments
Workplace bullying is indeed harmful and unsafe for the employees performing their work at the workplace. It can be spiteful, offensive, mocking, and intimidating. It can create a pattern for individuals or some employees. Some examples of workplace bullying include targeted practical jokes, threats, humiliation, unjust criticism, and many more. It is considered that critics and monitoring are not always treated as workplace bullying. Such as objective and constructive criticism and disciplinary action directly regarding workplace behavior or job performance are not considered as workplace bullying. There are many anti bullying rules, laws, and policies that can help to prevent employees from getting affected by workplace bullying. (Tye-Williams, S., et al 2020)
There are many early signs as quieting of workers, chitchat, parties, and more from these the situation of workplace bullying can be identified and timely actions can be implemented. It is also stated in many studies that workplace bullying is a guiding manner for the employees as they can take some advantageous actions and challenges for the targeted workers at the workplace. It can enhance their effectiveness and resulted in success. Many strategies can help to cope with the bullying behavior at the workplace such as setting boundaries that means some limits are to be imposed over employees if they work across that it would be unacceptable, confront the behavior, keep track of the abuse, discuss the abusive behavior to the management or HR team. (Smith, F. L., et al 2018)
Example
A survey was conducted by the workplace bullying institute that concluded more than 60 million U.S. workers were affected and supported due to workplace bullying. It affects the business and employees in many ways but it also provides some benefits to the business as employees can take this as a challenge and work with more efficiency and it can be resulted in better for the organization. (Sprigg, C. A., et al 2019)There are also many ways to prevent this bullying at the workplace such as being aware, reporting the bullying in the employee handbook, training, giving your employees a way to report bullying, and investing claims of bullying. There are many traits and characteristics are provided regarding bullying at the workplace. (Pheko, M. M. 2018) From the given survey it can be concluded that there are many benefits from bullying at the workplace to the employees and employers. With the support of this employees can better their actions and conducts of working and perform better because they get this abusive behavior as a challenge. (Chatziioannidis, I., et al 2018)
Theory
There is a that supports this resolution named as cognitive appraisal theory of stress perspective. This theory states that eustress is an important mechanism through which bullying might increase the victim's work performance and career success. According to this theory employees' perceptions play a vital role in evaluating workplace bullying and its results. This theory suggested that if workplace bullying is perceived as some challenge, then it can also result positively. This theory sup[orts that employees can also perform better due to some bullying when they take it as a challenge. (Jacobs, L., et al 2018) By employing this theory of stress and coping, it can state that eustress is an important mechanism with the help of which bullying might increase the victim's job performance, career success, and creativity. According to this, it can also be suggested that psychological capital is a moderator in the workplace bullying eustress relationship. This bullying led to higher performance, career success, employee creativity. This theory is helpful for the employees who possessed psychological capital. (Vranjes, I., et al 2022)
Conclusion
The abovementioned report states the supportive and rivalry assertion for the statement that Is workplace bullying serious enough to warrant legal action. In the report or assignment meaning, definition, and explanations about workplace bullying are elaborated briefly for easy understanding of the effects of workplace bullying. some logical arguments for the support of this statement and examples to prove this is explained effectively, theory in the support of workplace bullying is also provided in the report.
With the help of theory and some examples, it can easily be explained that workplace bullying is very risky, harmful, and stressful for the employees as well as for employers and it also affects the profits in the business. Therefore, some suggested anti bullying policies, rules and regulations should be adopted to make a better environment for the employees. After this second part of this report explains the rivalry arguments about the provided statement and for the support this theory and example is stated. With the hell of the theory, some benefits of bullying at the workplace can be mentioned in the report. There is a report is prepared for the debate that is having some logical arguments, reasons, examples, and theories for supporting their assertions.
References
Chatziioannidis, I., Bascialla, F. G., Chatzivalsama, P., Vouzas, F., & Mitsiakos, G. (2018). Prevalence, causes and mental health impact of workplace bullying in the Neonatal Intensive Care Unit environment. BMJ open, 8(2), e018766.
Fink-Samnick, E. (2018). The new age of bullying and violence in health care: part 4: managing organizational cultures and beyond. Professional case management, 23(6), 294-306.
Jacobs, L., & De Wet, C. (2018). The complexity of teacher-targeted workplace bullying: An analysis for policy. Journal for Juridical Science, 43(2), 53-78.
Orr, D., & Seter, M. (2020). OD strategies and workplace bullying. Organization Development Review, 52(3), 36-45.
Pheko, M. M. (2018). Autoethnography and cognitive adaptation: two powerful buffers against the negative consequences of workplace bullying and academic mobbing. International journal of qualitative studies on health and well-being, 13(1), 1459134.
Plimmer, G., Nguyen, D., Teo, S., & Tuckey, M. R. (2021). Workplace bullying as an organisational issue: Aligning climate and leadership. Work & Stress, 1-26.
Smith, F. L., & Coel, C. R. (2018). Workplace bullying policies, higher education and the First Amendment: Building bridges not walls. First Amendment Studies, 52(1-2), 96-111.
Smith, F. L., & Coel, C. R. (2018). Workplace bullying policies, higher education and the First Amendment: Building bridges not walls. First Amendment Studies, 52(1-2), 96-111.
Sprigg, C. A., Niven, K., Dawson, J., Farley, S., & Armitage, C. J. (2019). Witnessing workplace bullying and employee well-being: A two-wave field study. Journal of occupational health psychology, 24(2), 286.
Suggala, S., Thomas, S., & Kureshi, S. (2020). Impact of workplace bullying on employees’ mental health and self-worth. The Palgrave Handbook of Workplace Well-Being, 1-20.
Tye-Williams, S., Carbo, J., D’Cruz, P., Hollis, L. P., Keashly, L., Mattice, C., & Tracy, S. J. (2020). Exploring workplace bullying from diverse perspectives: A Journal of Applied Communication Research forum. Journal of Applied Communication Research, 48(6), 637-653.
Vranjes, I., Notelaers, G., & Salin, D. (2022). Putting workplace bullying in context: The role of high-involvement work practices in the relationship between job demands, job resources, and bullying exposure. Journal of occupational health psychology, 27(1), 136.
