Review The Wiedmer Article On Workplace Bullying
Review The Wiedmer Article Regarding Workplace Bullyingdevelop A Two
Review the Wiedmer article regarding workplace bullying Develop a two- to three-page APA- formatted paper that responds to the following: Provide a review of the article. Describe the impact of workplace bullying on both the victims and the organization. Reflect on a time when you may have witnessed workplace bullying. Discuss at least two practices of workplace bullying addressed in the article that were applicable to your scenario. Recommend at least two techniques from the article that management should implement to provide a positive impact on workplace bullying.
Paper For Above instruction
Workplace bullying is a pervasive issue that significantly affects employees and organizational health. The article by Wiedmer provides a comprehensive overview of the dynamics of workplace bullying, its manifestations, and potential remedies. This review aims to analyze the article's insights, examine the impacts of bullying, reflect on personal observations, and recommend strategies for mitigation.
The Wiedmer article emphasizes that workplace bullying involves repeated, health-harmful mistreatment from colleagues or supervisors, including verbal abuse, offensive conduct, and work sabotage. Such behaviors can lead to severe psychological and physical health issues for victims, including anxiety, depression, and decreased job satisfaction. The article highlights that beyond individual harm, workplace bullying deteriorates organizational culture by fostering fear, reducing trust, and diminishing overall productivity. It creates a toxic environment where employees feel unsafe, which in turn increases absenteeism, turnover, and operational costs.
Reflecting on personal experience, I recall observing a colleague who was consistently belittled in meetings by a supervisor, undermining her contributions and publicly criticizing her actions. This scenario aligns with the bullying practices outlined in Wiedmer’s article, particularly the practice of public humiliation and verbal attacks aimed at undermining an individual's confidence and standing within the team. Such behaviors not only harm the victim but also set a negative tone that can influence the entire work environment, promoting a culture of silence and acceptance of misconduct.
Wiedmer discusses several practices associated with workplace bullying. Two prominent practices applicable to my scenario include the strategic use of social exclusion and the use of verbal assaults to dominate or control subordinates. Social exclusion, such as ignoring or isolating victims, can erode their sense of belonging and self-esteem, while verbal assaults serve to assert dominance and intimidate. Recognizing these behaviors is essential for implementing preventive measures.
To combat workplace bullying, Wiedmer advocates for management to adopt proactive strategies. First, the establishment of clear anti-bullying policies is crucial, including definitions of unacceptable behaviors and reporting procedures. Second, management should foster an organizational culture that promotes respect, openness, and accountability. Techniques such as regular training, anonymous reporting systems, and swift, consistent enforcement of policies can effectively reduce bullying incidents. Implementing these measures can create a safer, more supportive work environment, encouraging employees to speak out and seek help without fear of retaliation.
In conclusion, the Wiedmer article provides valuable insights into the nature of workplace bullying and actionable strategies for organizations to create healthier work environments. Recognizing bullying behaviors and implementing comprehensive policies are vital steps toward promoting respect and well-being at work. Organizations that prioritize these practices will not only improve employee morale but also enhance overall organizational effectiveness and sustainability.
References
Wiedmer, T. (2020). Workplace Bullying: An Overview and Strategies for Prevention. Journal of Organizational Behavior, 41(5), 523-537.