ASSIGNMENT 6.3

Workplace Bullying



Workplace Bullying

The purpose of this assignment is to discuss the workplace bullying. The reality of workplace bullying is not disputed, the existence of deleterious deliberate practices (threats, blackmail, harassment), erected in management method to push the error and allow termination for misconduct or destabilize and incite the resignation, is now recognized (Menendez, Wagner, Yates & Walcott, 2012). The draft law of U.S constitution on workplace bullying is defined as repeated acts an employer, his representative or any person abusing the authority conferred by his functions, which are designed or the effect of undermining the dignity and to establish working conditions are humiliating or degrading.

In such situations, the ethical suffering (such as being uncomfortable, demotivated and nervousness) stems from the erosion of self esteem on the one hand. To avert the risk of employee being collapsed (morally and ethically), most subjects build defenses specific. The shame is overcome by the internalization of the values ??proposed, that is to say, the trivialization of evil acts in the exercise of ordinary civilians. Cynicism in the workplace has become an equivalent strength of character. Must belong to the dominant group, join the new company values (Berry, Gillespie, Gates & Schafer, 2012). Tolerance to injustice and suffering inflicted on another is erected in value manly. A social virility is measured by the ability to exercise violence on the other so-called necessary. More working conditions are tightening, the more these defenses become rigid, pushing attitudes to caricature.

Significance of Workplace Bullying

Bullying at work is defined as more abusive behaviour, similar or different external or internal to the company or institution, which occur for some time, whose purpose or effect of violating the personality, dignity or physical or mental integrity of person when performing the work, to jeopardize his job or creating an intimidating, hostile, degrading, humiliating or offensive and which are manifested by words including, intimidation, acts, gestures or written unilateral. The components of bullying are abusive behaviours, their repetition over time (Simons & Mawn, 2010). The employer must pay special attention on measures to be taken vis-à-vis the workers who come in contact with third parties. To help implement its policy of prevention, it must register with the prevention advisor or person of trust in which workers can state the facts of violence or harassment they feel they have been the subject of the one-third share in the company (Martin & Martin, 2010).

Workplace bullying is also confused with the stress and its manifestations has parallels with the bullying, which it resembles in many ways (Martin & Martin, 2010). In most cases, both bullying and at work, the strategies used by stalkers or mobbers are subtle, as seen more psychological, because the intention is to leave no trace or mark of harassment. The aim is to pass the beleaguered, or mobbed, as incompetent, unproductive or problematic and, incidentally, can not be accused of anything, because of the difficult demonstrability of psychological aggression (Stagg & Sheridan, ...