workplace bullying

Workplace Bullying
Name
Institution

Workplace bullying can be described as an aspect of the work environment that also entails the behavior of the individuals within this environment. Workplace bullying leads to the creation of an unfavorable working environment that impacts on both the individuals and the organization negatively. However, the human resource management depart has a vital role to play in abating this vice in the workplace to ensure that competitiveness, productivity, and individual’s general wellbeing are attained. This paper, therefore, gives insight into this phenomenon of workplace bullying, the existing forms, its impact, and how the human resource department can redress it.
The Healthy Workplace Bill as indicated by the Workplace Bullying Institute (2018, par. 1) refers to workplace bullying as the “repeated, health-harming mistreatment of one or more persons, usually referred to as the targets, by one or more perpetrators.” According to the Workplace Bullying Institute (2018), workplace bullying is a stressor that causes distress within an individual; thereby, an individual encounters a number of mental, biological, and social issues. The institute has conducted two surveys: one in 2003 and the other in 2012, to ascertain these effects. Ultimately, the overall health of an individual is compromised and this tends to affect productivity within the workplace. Workplace bullying takes various forms, including verbal abuse, work interference that could be largely attributed to poor occupational safety and health standards, and threatening and intimidating behavior like sexual harassment.

The “Equal Employment Opportunity (EEO) is the Law” poster is mainly used to determine the prevailing legal situation within a workplace. The Nagele-Piazza (2018) implies that despite various recommendations made to improve the workplace environment, there are minimal additional made to the EEO under the current administration. Thereby, even though various laws might be formulated, as long as they are not indicated on the EEO, they are not effective. Also, there seems to be a lack of commitment by the employer to implement these laws. In reference to the case of Google presented by Smith (2018), it is evident that the numerous law-suits due to work-related offenses stem from the incongruence between the current legal situation and the conferred law about workplace bullying/harassment. As seen in this case of Google, when a target or supporter of the target complains, he or she risks losing his or her job. Also, when the investigations and punitive actions are left in the hands of the employers, little is done to remedy the situation. Thereby, whatever happens in the workplaces is not in alignment with what the law stipulates, in a majority of the cases: 40% according to the Workplace Bullying Institute (2008).
In reference to the case of Google, there is discrimination based on individuals’ ideologies and gender; yet, the human resource management department can redress this issue by embracing diversity that facilities competitiveness as individuals learn from each other and strive to be good performers. Usually, when a certain group of employees acknowledges the fact that they can never be appreciated or recognized for any promotion, they are not motivated to work; hence, competition does not prevail. The healthy workplace campaign is designed to help promote a healthy working environment by advocating for legal action against any form of bullying (Workplace Bullying Institute, 2018). These campaigns are also useful in advocating for compliance with legal and social obligations that require every employer to create a favorable working environment as required by the law and for humanity sake. Ultimately, personal growth and development are achieved because both performance and need for better performance that calls for the need to gain personal development will become an organization’s priority.
In conclusion, workplace bullying is a serious problem that requires the human resource management team to adopt an open-minded approach to create a conducive work environment for every employee regardless of race, ideologies and beliefs, religion, or gender.
References
Nagele-Piazza, L. (2018, Jan 10). Employers: Are labor law posters up to date? Retrieved from https://www.shrm.org/ResourcesAndTools/legal-and-compliance/state-and-local-updates/Pages/Labor-Law-Posters-2018-Up-to-Date.aspx.
Smith, A. (2018). Google charged with discriminating against white, conservative men. Retrieved from https://www.shrm.org/resourcesandtools/legal-and-compliance/state-and-local-updates/pages/in-focus-conservative-white-men-sue-google.aspx.
Workplace Bullying Institute. (2018). Healthy Workplace Bill. Retrieved from http://healthyworkplacebill.org/.
Workplace Bullying Institute. (2008). Labor Day 2008 surveys: How employer & co-workers respond to workplace bullying. Retrieved from http://www.workplacebullying.org/multi/pdf/N-N-2008A.pdf.