Workplace bullying Essay Example | Topics and Well Written Essays - 2250 words - 1

Workplace bullying - Essay ExampleSubsequently, effects in the wider community can hold lower production, early retirements and an increase in the cost of health care services. Globally, nations are implementing laws to promote dignity within the employment, and to ban a range of forms of conveyplace harassment (Giga & Hoel, 2004). However, actual research of how best to ascertain the presence and degree of workplace bullying within an organisation remains contentious. This paper will search the suitability of using survey instruments to understand the organisational context of workplace bullying. First the background of workplace bullying shall be outlined. Second a literature brush up of survey instruments used shall be presented, with a focus on the Negative Acts Questionnaire (NAQ). Strengths and weaknesses of the survey instrument shall also be identified. The conclusion will resolve the uncertainty of survey question suitability, and also provide recommendations for futur e research. at that place are various forms of workplace bullying that can be broadly categorized into both main types 1) work-related and 2) person-related. Work-related bullying is indicated by constant criticism, not being provided with information, and excessive monitoring. Person-related bullying can include being subject to insults, teasing, false allegations, rumors, social exclusion, humiliation and or intimidation (Einarsen & Hoel, 2001 Knott, 2004). Bullying, whether in the workplace or elsewhere, is about power in social relationships, or more specifically, power differences (Hoel & Cooper, 2000). Within the workplace, bullying whitethorn also be referred to as mobbing, workplace aggression, petty tyranny or victimization (Aquino, Grover, Bradfield & Allen, 1999). Ultimately, workplace bullying is repetitive, persists over time, and results in a hostile work environment (Hoel & Cooper, 2000).The antecedents to workplace bullying vary across organisations and department s within organisations, however, studies point to the values of the organisational culture, the representation of these values in policies, and the roles, and task demands of employees as primary factors (Hoel & Cooper, 2000). The manage consequence of workplace bullying has been shown to be increased stress and negative responses from some employees (Giga & Hoel, 2004). Conceptual issues of how to define and measure workplace bullying in put in to understand it are dominant research areas currently (Knott, 2004). Studies show that a failure to address issues of workplace bullying places organisations at risk of increasing costs due to sick leave, compensation and a tarnished public image (Hoel & Cooper, 2000). Literature suggests a focus on the psychosocial aspects of the workplace as potential antecedents and prevention variables (Einarsen, Hoel, Zapf & Cooper, 2003). There is a current emphasis on the use of survey instruments to identify and measure bullying within the workpla ce adequately account for the organisational context. However there is a lack of literature exploring the efficiency