Case study 2

WORKPLACE BULLIES

Presented by: Muhammad Akmal Hussain 15911 Jahangeer Shehzad

Presented to: Mr.Junaid Ashhad

Summary:
In this case study different scenarios are discussed about bullying employees at workplace. According to these scenarios how employees react is detailed below: Employee recall about bullies from there school days till work days. Bullies even exists in work place and they target the weakest in the group. Bullies have no limit to gender, as women are more likely seems to be the targets. According to doctor Harvey hornstein, supervisors may use bullying as a means to subdue a subordinate who poses a threat to the supervisor status or supervisors may bully individuals to vent frustration.

Discussing the impact of bullying on employee motivation and behavior we observe:

Victims of workplace bullies are less motivated to go to work daily and they do not perform extra role or citizenship behavior.

According to doctor Bennett Tepper fear may be the reason that many workers continue to perform their job duties and not all individuals reduce there citizenship behavior some continue and extra role to make themselves look better then others. When a boss is bullying employee he or she dont expect help from co workers. According to doctor Michelle, co workers often blame victims of bullying in order to resolve there guilt such as: Employees wonder that may be the victim deserved the treatment because of his behavior. According to doctor Hornstein bullied employee must ignore the insult and stick to the substance that it would reduce the mental pressure.

Q1- Of the three types of organizational justice, which one does workplace bullying most closely resembles?

AnsBullying is the results from the lack of interactional justice.

o

The understanding and main definition of interactional justice

is treating an individual with dignity, concern and respect. The key word is individual which cancels out the probability of

a group, not to say that a group cannot be victims of bullying. To say the least this is the perception of one person and might

not justify the views of the organization or a large percentage.

Q2- What aspects of motivation might workplace bullying reduce? For example, Are there likely to be effects on an employees self-efficacy? If so, what might those effects be?

Ans Performing extra-role or citizenship behaviors Helping others Speaking positively about the organization Going beyond the call of duty Employees self efficacy is affected as :
Quantity

of work is reduced Quality of work is reduced Interaction with others become limited

Q3- If you were a victim of workplace bullying, what steps would you take to try to reduce its occurrence? What strategies would be most effective? What strategies might be ineffective? What would you do if one of your colleagues was a victim of an abusive supervisor?

Anso

The steps I would take to try to reduce my chances

of being victimized by bullying would be evaluated where and whom the bullying is coming from. After evaluating the individual and possibly

understand the reasoning behind these actions I might possibly try to speak to the individual personally

with a superior present to come to an agreement.

Effective strategies would be:

Stay in organization to be able to get out of that situation Get evidence in the form of document/Image/audio/video Produce witnesses of the incident Get support from your peers (Junior/Senior) Get support from Union representatives (internal/external) Get legal and medical help if required Take your evidence to the most appropriate authority inside the

organization.
If that authority is involved itself or it is biased or useless then go outside your organization for social and legal aid.

Ineffective strategies would be: Leaving organization for running away from that situation Trying not to collect evidence or collecting it in a useless or inacceptable form Trying not to have any witnesses Failing to get anyones support (inside/outside) Consulting inappropriate authorities for help Hesitating to go outside your organization to get social or legal aid

If a colleague is a victim: Advice him to collect proper evidence Help him to get witnesses and include yourself if valid Help him to get enough support including your own Suggest him to consult appropriate authorities for help Suggest him to go outside your organization to get social or legal aid

Q4-What factors do you believe contribute to workplace bullying? Are bullies a product of the situation, or do they have flawed personalities? What situations and what personality factors might contribute to the presence of bullies?

Ansvariety of reasons why a person may bully another person in the workplace. These reasons may include:

POWER

A person may use their position of power or their physical dominance over
those who are perceived to be weaker. The bullying is often dependent upon the perceived power of the bully over their victim.

SELF-ESTEEM Bullies may put down others to boost their own self-esteem and confidence to help deal with personal feelings of inadequacy.

DIFFERENCE An individual or group may become targets of workplace bullying because others perceive them as being new or different.

PERCEIVED THREAT Some people bully others because the other person is perceived as a threat to them personally, or a threat to their position within the company ORGANIZATIONAL CULTURE The culture of a workplace is often shown by its values, beliefs and what is considered to be normal behavior. When the culture is positive it encourages

individuals to adopt appropriate behaviors that promote respect of others

Conversely, employees may find themselves in a negative culture where inappropriate behaviors and attitudes are encouraged or condoned by management and bullying is seen as normal behavior for the majority of people in the workplace