The Impact Of Workplace Bullying Review The Wiedmer A 260925

The Impact Of Workplace Bullyingreview The Wiedmer Article Regarding W

The Impact of Workplace Bullying Review the Wiedmer article regarding workplace bullying (found in the reading section). 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. Support your response with additional information from the textbook or additional research. Your paper must be two to three pages (not including title and reference pages) and must be formatted according to APA style as outlined in the approved APA style guide. You must cite two scholarly sources in addition to the textbook. Here's the article below Required Article Wiedmer, T. L. (2010). Workplace bullying: Costly and preventable. Delta Kappa Gamma Bulletin, 77(2), 35-41. Retrieved from the ProQuest database.

Paper For Above instruction

Workplace bullying has emerged as a significant organizational challenge with detrimental effects on employees and organizational effectiveness. The article by Wiedmer (2010) offers a comprehensive review of the multifaceted impact of workplace bullying, emphasizing its costs and potential for prevention. This paper provides a critical analysis of Wiedmer’s article, explores the impacts of workplace bullying on victims and organizations, reflects on personal observations of bullying behaviors, examines specific practices highlighted in the article, and recommends management techniques to mitigate such behaviors.

Review of the Article

Wiedmer's (2010) article titled "Workplace Bullying: Costly and Preventable" underscores the alarming prevalence and severe consequences associated with bullying behaviors in workplaces. The author articulates that workplace bullying encompasses repeated, health-harming mistreatment such as verbal abuse, offensive conduct, or work sabotage. Wiedmer draws attention to the substantial costs incurred by organizations, including decreased productivity, increased absenteeism, high turnover rates, and legal liabilities. Critically, the article emphasizes that workplace bullying is largely preventable through proactive policies and management practices. Wiedmer advocates for organizations to foster a culture of respect, implement clear anti-bullying policies, and promote open communication channels, highlighting empirical evidence supporting these interventions.

Impact on Victims and Organizations

The article highlights that victims of workplace bullying often experience psychological distress, including anxiety, depression, and lowered self-esteem (Wiedmer, 2010). These emotional impacts can deteriorate their job performance, increase burnout, and lead to absenteeism or resignation. The organizational repercussions extend beyond individual suffering; bullying behaviors undermine team cohesion, create a toxic work environment, and diminish overall morale. Wiedmer (2010) points out that organizations facing frequent bullying incidents witness decreased productivity, higher employee turnover, and reputational damage. The cost implications are substantial, with some studies cited reporting financial losses exceeding hundreds of thousands of dollars annually due to bullying-related issues.

Personal Reflection on Workplace Bullying

Reflecting personally, I recall observing a colleague who was repeatedly belittled and publicly criticized by a supervisor for minor mistakes. This not only affected the victim’s confidence but also created a tense atmosphere within the team. Witnessing such behavior underscored the negative impact bullying has on individual well-being and team dynamics. Recognizing that such practices could be addressed through proper management protocols aligns with Wiedmer’s recommendations for intervention and prevention of bullying behaviors.

Practices of Workplace Bullying Addressed in the Article

The article discusses various bullying practices, of which two were evident in my scenario. First, the practice of public humiliation was prominent, where the supervisor criticized the employee openly, which Wiedmer describes as a common form of bullying that harms the victim’s dignity. Second, the practice of verbal abuse, involving harsh language and personal insults, was evident, aligning with Wiedmer’s description of aggressive behaviors that contribute to a hostile work environment. These behaviors, as outlined in Wiedmer’s article, perpetuate a cycle of intimidation and emotional distress.

Management Techniques to Mitigate Workplace Bullying

Based on Wiedmer’s suggestions and supported by additional research, two effective techniques management should adopt are: (1) Implementing comprehensive anti-bullying policies that clearly define unacceptable behaviors and establish reporting procedures. Such policies, when communicated effectively and enforced consistently, can deter bullies and provide victims with recourse (Hutchinson & Jackson, 2015). (2) Conducting regular training sessions that promote respectful communication and conflict resolution skills among employees and managers. Training can foster an organizational culture of respect and empower employees to recognize and intervene against bullying behaviors (Leymann, 1996).

Furthermore, leadership must model respectful behavior and demonstrate zero tolerance toward bullying to reinforce policy adherence. Creating safe channels for reporting incidents without fear of retaliation is also crucial, as it encourages victims and witnesses to speak out (Einarsen et al., 2011). These management practices collectively contribute to fostering a positive and bully-free workplace environment, aligning with Wiedmer’s emphasis on proactive prevention.

Conclusion

Wiedmer’s (2010) article effectively highlights the serious costs associated with workplace bullying and underscores the importance of prevention strategies. The impacts on victims and organizations are profound, affecting psychological health, productivity, and organizational reputation. Personal observations reinforce the need for effective management practices, including policy implementation and training, to curb bullying behaviors. A commitment to fostering respectful workplaces is essential for organizational success and employee well-being, making the implementation of these techniques a critical component of organizational leadership.

References

  • Einarsen, S., Hoel, H., & Notelaers, G. (2011). Measuring exposure to bullying and harassment at work: Validity, factor structure, and psychometric properties of the Negative Acts Questionnaire-Revised. Work & Stress, 25(1), 1-23.
  • Hutchinson, M., & Jackson, D. (2015). Workplace bullying in nursing: An exploration of the perceptions of nurses and nurse managers. Journal of Nursing Management, 23(5), 664-673.
  • Leymann, H. (1996). The "mobbing" phenomenon in the workplace. European Journal of Work and Organizational Psychology, 5(2), 165-184.
  • Rayner, C., & Cooper, C. L. (2006). Workplace bullying: What we know, what we can do. CRC Press.
  • Naumann, K., & Colquitt, J. A. (2013). Justice at work: Strategies for fostering a respectful environment. Journal of Organizational Behavior, 34(6), 727-744.
  • Wiedmer, T. L. (2010). Workplace bullying: Costly and preventable. Delta Kappa Gamma Bulletin, 77(2), 35-41. Retrieved from ProQuest database.
  • Nielsen, M. B., & Einarsen, S. (2012). Outcomes of exposure to workplace bullying: A meta-analytic review. Work & Stress, 26(4), 282-306.
  • Salin, D. (2003). Ways of explaining workplace bullying: A review of enabling, motivating, and precipitating structures and processes. Human Relations, 56(10), 1213-1232.
  • Schmidt, K. M., & Hupfeld, A. (2011). Understanding the role of organizational culture in preventing workplace bullying. International Journal of Organizational Theory and Behavior, 14(3), 353-374.
  • Vartia, M. (2001). Consequences of workplace bullying with respect to the well-being of the bullied. Work & Stress, 15(1), 99-112.

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