Essay Sample on Workplace Problems: Bullying

Introduction

Workplace environment unites people of different characters and backgrounds. Therefore, in an attempt to put these people to work cohesively, several challenges arise from time-to-time. One such problem as noted in my previous workplace is bullying. Bullying occurs in the form of verbal abuse, intimidation and threats, humiliation, and discrimination among other unfavorable treatments. Research shows that in one-fifth of American in the workplace has experienced bullying (Fapohunda, 2013). Anyone can be a victim of bullying in the workplace and can be a peer employee, supervisor, or manager. The primary effect of bullying is low productivity because of the emotional and psychological impact it has on the victim. Thus, employers have a more significant responsibility of ensuring that they combat bullying in the workplace and create a conducive environment for employee productivity. In most cases of bullying, employers tend to look the other way by ignoring that the problem exists thereby leaving employees to find ways of coping with bullying on themselves. The best plan to eradicate bullying in workplaces is for employers to promote a positive workplace culture through appropriate leadership, training, policies, zero-tolerance, framework, and acknowledging that bullying exists.

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The first step in dealing with bullying is for employers to accept that bullying exists in almost every work environment. This acceptance is important because it shows that employers are sensitive to issues that affect employees. In a professional setting, bullying can be recognized by repeated mistreatment of an employee or employees, isolation, persistent criticism, and exclusion from group activities (Namie, 2003). The overall objective of the bully is to sabotage a person's ability to succeed and thrive in the work environment. Thus, dismissing a bullying allegation by employers to protect the company may continue to undermine the productivity of an employee who is a victim of bullying. Moreover, if the situation escalates, bullying can lead to litigation under Equal Employment Opportunity since most bullying cases are related to discrimination. As such, the first important step in dealing with bullying is for employers to acknowledge, recognize, and act on allegations.

After accepting that bullying exists in the workplace, training is an important tool for sensitizing employees on the issue. Training is essential to make employees understand the nature of harassment, as well as make bullies aware of the effects of bullying on their victims and the adverse effects on the company's productivity. Training should be done for both employees and supervisors so that both can understand the dynamics and issues that surround bullying (Namie, 2003). Bullying not only equips employees with information to protect themselves but also provide an opportunity to evaluate and understand bullying policies. Training also allows employees to understand their right and thus, encourage them to report cases of bullying. For supervisors, training provides them with the skills to handle such cases from identifying bullying, investigating, maintaining confidentiality, and enforcing the company's policies on bullying.

An important aspect of dealing with bullying is for employers to create policies that safeguard employees against bullying and address such claims when they arise. Anti-bullying policies in an organization aim at protecting the dignity of employees and ridding the workplace of unethical work behaviors (Carbo, 2006). Such behaviors have adverse effects on management and employees by hindering them from achieving the company's goals. To ensure that anti-bullying policies are effective, they should be clear on the unacceptability of the conduct, protect everyone and document adverse impact of the problem of bullying. Moreover, the anti-bullying policy must have a clear, inescapable definition that indicates prohibitions and threshold for taking action. Thus, the employer has a responsibility of drafting such a policy that will not only protect employees but also safeguard the interest of the company and allow it to achieve its objectives and goals.

Similarly, creating pragmatic frameworks towards combating bullying is also a responsibility of the employer to promote a positive work culture. The framework is a basic structure that contains underlying procedures of grappling with particular issues in an organization. Such a framework should give clear directions on the chain of command to use when reporting bullying claims. Moreover, it should contain when an employee can bypass the chain of command and cases where the bully is a manager. Another important aspect of a framework is creating an Alternative Dispute Resolution (ADR) program (Carbo, 2006). Employer ADR programs are used in dispute resolution in cases where the complaints do not fall under common law or statutory law protection. Moreover, research shows that some employees lack attorney fees and in addition, most employee cases, the success rate is below 15% (Carbo, 2006). Thus, the employer has the sole responsibility of protecting his employees' rights and dignity through such frameworks and ADR programs on bullying.

Finally, the leadership of an organization gives directions to the employees and creates a model for the behavior and culture of an organization. Thus, the employer should encourage leadership that promotes a positive working environment. As noted in a survey, most employees reported that most bullies in organizations were supervisors. Besides, 72% of the individuals surveyed agreed that the bosses encouraged the culture of bullying rather than combating it (Fapohunda, 2013). In such cases, employees end up failing to report bullying cases and thus, suffering in silence. Thus, the leadership should create a zero-tolerance environment for bullying through showing a good example. Moreover, the employer should have an open-door policy where employees can report a case of bullying without intimidation. A good leader should be supportive, non-judgmental and make employees feel safe.

In rebuttal, most people tend to argue that employees should protect themselves from bullying as they bear the primary responsibility of dealing with the issue. Most articles dealing with bullying in workplaces focus more on telling employees what they can do in such cases. Additionally, most employers choose to deny the existence of bullying in their workplaces rather than accept it. Some of the solutions offered to employees include recording the events, getting informed to understand bullies, avoiding bullies, counseling, and resigning from the job (Fapohunda, 2013). This perception has acted a hindrance in eradicating bullying in workplaces. Though these measures are important, employees' right to work in a safe and dignified environment is unnegotiable. Thus, employers have a greater role to employ in ensuring that employees' rights and dignity are not violated. As a result, the employers must put in place measures to safeguard employees from bullying.

Conclusion

Feelings of humiliation and victimization deny employees their right to work in a conducive environment. Bullying affects the victim psychologically and leads to negative work performance, which translates to poor productivity for the company. The best way to combat bullying in the workplace is through employer's unconditional involvement. This starts with recognizing and accepting the existence of bullying. Moreover, creating policies and frameworks for dealing with bullying is another way of combating bullying in the workplace. Further, employers should develop training programs to sensitive employees on the issue. Lastly, a leadership that promotes zero-tolerance for bullying and unethical working culture should be the foundation of every employer.

References

Carbo, J. (2006). Exploring solutions to workplace bullying. Grove College of Business.

Fapohunda, T. M. (2013). Managing workplace bullying. Journal of Human Resource Management, 39-47.

Namie, G. (2003). Workplace bullying: Escalated incivility. Ivey Business Journal, 68(2), 1-6. Retrieved from https://iveybusinessjournal.com/publication/workplace-bullying-escalated-incivility/