While there is no universally accepted formal definition of workplace bullying, and some researchers even question whether a uniform definition is possible due to its complex and multifaceted forms, but several researchers have endeavoured to define it: It can also take place as overbearing supervision, constant criticism, and blocking promotions. Negative effects are not limited to the targeted individuals, and may lead to a decline in employee morale and a change in organizational culture. It may be missed by superiors it may be known by many throughout the organization. Research has also investigated the impact of the larger organizational context on bullying as well as the group-level processes that impact on the incidence and maintenance of bullying behaviour. The least visible segment of workplace bullying involves upwards bullying where bully- ing tactics are manipulated and applied against “the boss,” usually for strategically designed outcomes. When subordinates participate in bullying this phenomenon is known as upwards bullying. However, bullies can also be peers, and subordinates. In the majority of cases, bullying in the workplace is reported as having been done by someone who has authority over the victim. This type of workplace aggression is particularly difficult because, unlike the typical school bully, workplace bullies often operate within the established rules and policies of their organization and their society. It can include such tactics as verbal, nonverbal, psychological, and physical abuse, as well as humiliation. Workplace bullying is a persistent pattern of mistreatment from others in the workplace that causes either physical or emotional harm. Harmful mistreatment of others in workplace
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