Impact of work bullying in non-profit organization in Denver metro area

Impact of work bullying in non-profit organization in Denver metro area

Khan, A. & Khan, R. (2012). "Understanding and managing workplace bullying", Industrial and Commercial Training, Vol. 44 Iss: 2, pp.85 - 89. DOI: 10.1108/00197851211202911.

Workplace bullying not only calls for hindering the achievement of associated targets and objectives, but that it directly influences and hurts the morale of employees working in an organization. In the times that we lives in today, non-profit organizations are constantly involve in the service of humanity, disembarking social duties and responsibilities with the utmost degree of serious behavior (Aghazadeh, 2004).

Many a times it has been witnessed that people involved in the development and establishment of an environment which is conducive to the society and also serves the employees well, there are people in the organization that tend to lighten and slightly deviate the work of people that are involved in the long-run (Board & Fritzon, 2005).

However, if this stress relieving activity gets out of hand, it turns into a malpractice more formally entitled as bullying. Bullying has been amongst the most disturbing and the most painful practices of all times. Companies and organizations not only consider bullying a strict action, but that proper laws, rules and charges have been adopted and brought forth that not only would make way for practice altogether (Khan & Khan, 2012).

Considering the changes and the challenges that organizations and companies are now experiencing, workplace bullying has multiple effects and problems that could last a lifetime. Under chronic situations and circumstances, many people that are victims of bullying develop spiking stress levels, anxiety, even post-traumatic stress disorder which would then make way for the creation and the establishment of the necessary results and outcomes (Kuykendall, 2012).

In line with Khan & Khan (2012), their observations and their literary evidence shows significant duties and responsibilities on the part of the people that are serving at the top management are unable to adopt, practice, narrate and describe the kind of problems or even see through the problems and the issues witnessed and experienced by employees at the workplace.

According to the observation laid down and accumulated by these authors, the most basic reason that the top management is unable to make way for the understanding and comprehending any claims of workplace bullying is that there is absolutely no justification or any proper, authentic strategy or device that would halt and deter the prevalent patterns and trends of workplace bullying experienced in organizations (Lippel, 2010).

People performing in the role of leadership are not occupied with their duties and responsibilities, but tend to expect their employees and people working at the resource level to 'sort this matter particularly on their own', for the precise reason that they are unable to find anything in their immediate understanding and comprehension and are also making way for the creation and the establishment of strong, constructive and stress-free environment (McGuire & Bagher, 2010).

The cases and the problems that have been ...