Workplace Bullying

What is Workplace Bullying

The increase in bullying in the workplace has raised a lot of concern among the workers in the workplace. Notably, the people’s awareness of its prevalence in many institutions has significantly increased, and they have expressed worries that the increase in such actions might have serious consequences in society. There are certain beliefs that bullying is a part of institutional practices, which are passed from one generation to another, and ending it seems like eroding the institutional culture. Despite the revelation that bullying has negative impacts on the victims, the practice is still common in most workplaces. Moreover, the victims tend to perpetuate it since they, perhaps, underwent the same, thus a retaliation. Therefore, the research paper focuses on bullying in the workplaces with specific reference to its causes, consequences, and possible intervention by the community of the workers.

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Increase of workplace bullying has raised a lot of concern among the workers at the workplaces in both developed and developing countries. Notably, the people’s awareness of its prevalence in many workplace sites has been significantly increased, and they have expressed worries that the increase of such actions might have serious consequences in the society (Hughes & Kroehler, 2011). There are certain beliefs that bullying is a part of workplace practice, which are passed from one generation to another, thus ending it seems like eroding a deeply rooted culture. Workplace bullying is considered as the crimes at the workplace, which are deliberately committed to threaten technology users (Daniel, 2009). Despite the revelation that bullying has negative impacts on the victims, the practice is still common at the workplaces and other places, including cyber. Moreover, the victims of workplace bullying tend to perpetuate it, since they underwent the same ordeal as they got used to the system.

Own Evaluation

The central issue of the discussion is bullying at the workplaces. Notably, the topic was chosen as it is very sensitive and touches specific needs of the community and the workers are considered to be in a better position to address the problems related to the matter (Walsh, 2012). The people need to be aware of the existence of such problem at the workplaces, thereby being in a position of eliminating its occurrence. Indeed, this would reduce the negative impacts of the problem (Daniel, 2009). Many people believe that bullying at the workplaces is a common practice and that once a person has passed through it, he/she would like to subject another person with the same problem he/she underwent. Therefore, it becomes a culture in the learning environment, where the new faces are subjected to certain treatments by their seniors.

Recently, many employees have acknowledged that bullying at the workplaces is a serious issue that needs an urgent intervention and effective solution. In an intervention plan on the matter, the persons in charge at the workplace and workers themselves have held a series of meeting to arrange for possible ways of eradicating the problem. Notably, at the workplace the workers have a major role in dealing with the aftermath of bullying such as, psychological trauma and the physical injuries that the victims suffer from. (Daniel, 2009). Therefore, their contribution to the problem is necessary. The people who are responsible for planning the intervention mechanisms agree that at the workplace the workers and the healthcare system have significant contribution to the healing process of the victims of bullying.


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There are misconceptions and other myths that the perpetrators of bullying in the workplace hold. They believe that those, who bully others in the workplaces, organize themselves and the activities to carry out. Usually, they have someone to lead the group, who in most cases has records of a bad behavior. Truly, the group has justification for their behavior, indicating that the problem of bullying is real and occurs at many workplaces (Crane & Matten, 2010). Some of the reasons that Crane & Matten (2010) outlined include the following aspects discussed below.

Frustration: Notably, once a student is frustrated during learning, he/she becomes remorseful for him/herself. Indeed, the person can not identify the sources of frustration, thereby resorts to bullying others as a source of relief. Since they cannot bully the senior workers, the juniors become the targeted group.

Failed Protection: Since the young ones are not protected, the older people take advantage of their situation to insult them. In response to the bullying acts they are subjected to, the young ones develop hostility for self defense.

Poor Role Model: In many instances, the workers either lack or have poor role models right from the home. Often parents do not have time to enlighten their children about good behavior; this gives the workers an opportunity to develop unwanted actions, such as bullying the others.

Abuse: Some of the workers face abuse from their close relatives or guardians. Indeed, this provokes their anger and they retaliate through bullying others.

Neglect: There are a number of the workers who are neglected by their parents. Since they do not get the needed attention as the other workers do, they become emotional. Therefore, they show the emotion through bullying others.

Influence: Some cases of bullying at the workplaces results from the influences, which some people acquire from their colleagues.

Conduct Disorder: As a result of bad conducts, which a person becomes exposed to, he/she develop similar conducts and manifest them through bullying others.

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The stakeholders share the view that such reasons explain the increasing rate of bullying at the workplaces in the best way (Crane & Matten, 2010). Frequently, the workers get exposed to domestic abuse, neglect, failed protection, undue influence, bad conduct, and other forms of frustration. Therefore, they develop unique behavior that is exhibited in their actions. Since they grow up with those characters, it becomes difficult for them to change in the future. In fact, their behavior worsens as they grow because they meet other people with similar characters and develop such actions into the culture.

The Solution

In order to find an amicable solution for the problem, there has to be plans for immediate intervention from the parents, guardians, workplace instructors and workers, and religious leaders. In addition, the stakeholders should emphasize on the workers’ early development in order to avert the occurrence of such behavior (Hughes & Kroehler, 2011). Furthermore, the formative years are very important in character development for the workers who adopt the behavior that the adults exhibit. Some of the solutions of the problem include education, adults acting as role models for their colleagues and treating conduct disorder.

Increased Education: Basically, teaching good behavior should start right from the childhood. The parents are most responsible for making sure that the workers grow to become responsible citizens (Walsh, 2012). Therefore, it implies that the parents should create time to monitor and learn their workers’ behavior. In addition, they should act as the primary role model for their workers through providing them with the basic needs, including food, shelter and clothing.

Role Model: Adults should make sure that the workplaces provide a conducive environment for all the workers’ psychological development. The workplace’s programs should create time to educate the workers about the importance of good behavior.

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Treating Conduct Disorder: It requires the contributions at the workplace of the workers and the medical system, where some workers with experience in psychoanalysis would determine and offer counseling to the the workers with such problems (Crane & Matten, 2010). Often the workplace leadership does not investigate the causes of bullying and possible remedies.

In order to make sure that the problems related to bullying at the workplaces are solved, the paraprofessionals should be involved. For examples, the ordinary workers should play an active role in identifying those with physical and psychological symptoms of bullying. Some of the symptoms include fatigue, stomachache, irritability, depression, headache, avoiding the workplace, feeling nervous, tense and others (Hughes & Kroehler, 2011). Once the managers has identified the workers possesing such problems, they would embark on treating those with physical symptoms and counseling those with psychological disorders.

Some workers feel that they are not safe from their unruly colleagues and the psychological trauma they have experienced. At the workplace, for example, the available report indicates that many employees report cases of bullying to the management (Daniel, 2009). Due to the increasing number of those who visit the office, there is a need for expanding the facilities to offer care and counseling to the workers. Notably, the management is aware that the ordinary workers do not have any direct relationship to their academics or, the aspects of the discipline that they should exhibit at the workplace (Hughes & Kroehler, 2011). Similarly, the ordinary workers do not bother to inquire about the workers who visit the office, meaning that the relationship that the employees have with their colleagues is not cordial and could limit their psychological development. At the workplace ordinary workers have a role in combating all forms of bullying.

The other major contribution of employees in the workplace is that after they have identified and isolated the bullying cases, they can easily and effectively coordinate with the entire staff (Barnes, 2012). Since the workers’ relationship at the workplace is cordial and interactive, they can expose all the information relating to bullying being committed against them. Therefore, the ordinary workers become well versed with the source of such problems, thereby being capable to find the solution (Crane & Matten, 2010). The workers might also take a leading role in the efforts of eliminating the exposure to bullying. Here, they would work together with the welfare organizations to find a solution of the problem that might interfere with their mental development and relations at the workplace. The management and workers should work together to identify a mental disorder that an employee might be suffering from or, exposure to a bad company at an early stage, thereby making the intervention effort fruitful at the early stage.

As well, the employees can indiscriminately participate in the workplace safety teams, where they would train and advise the staff on possible actions, which indicate bullying (Barnes, 2012). Precisely, this would enable the workplace instructors to notice any form of depression that an employee has, and work closely with him/her to solve the problem immediately. If the management thinks that a medical intervention is necessary, they would ask a nurse to seek for a qualified physician, who should be ready to help the worker (Hughes & Kroehler, 2011). In this whole process of coordination, one realizes the useful contribution of the workplace nurse in the process of intervention and subsequently combating the rising the cases of bullying.

Top Priorities for Community Leaders

In combating the problems related to bullying, the top priority for the workplace leaders would be to plan an early and coordinated intervention mechanism. Secondly, identification of the targeted group is very critical and should be prioritized by the leaders. Finally, the leaders should prioritize the sources of finance for the successful treatment and care of the workers with mental disorders to minimize bullying (Crane & Matten, 2010). Some additional information needed concerns the origin of the problem. For example, a researcher should determine the genetics and its relationship to the worker’s behavior. This is important because the characters, which are inherited, can hardly be corrected. Instead, such problems would be dealt with through consistent counseling.

Implementing the Recommendation

In implementing the recommendation, there are core issues, which the research sought to address. For example, the research would determine the people responsible, the cost, things to be done, sustainability of the programs, place of the program execution, and possibly the importance of such intervention. Notably, the responsibility of implementing the recommended intervention program of combating bullying in workplaces remains a community issue.


Bullying is real and one of the major problems facing many orkers at the workplaces. Therefore, a coordinated effort from stakeholders and other interested parties, would prevent such problems. Therefore, the workplace management has a significant duty in handling the outcome of bullying such as psychological trauma and the physical injuries that the workers may undergo. Therefore, their contribution to find a solution of the problem is essential. Additionally, the employees and management at a given workplace are responsible for planning and implementing the intervention system and structures that will have significant input in the healing process for the victims of bullying. Although a well coordinated and supported effort, organizing and planning for community intervention, it is expected that there would be a reduction in conduct disorder, influence, abuse, neglect among the workers, increase in the role model and ensuring the employee’s protection.


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