HR and Workplace Bullying Research Paper by Jessie
HR and Workplace Bullying
An application of a human resources perspective to evaluate the status of workplace bullying and the ways that professionals can positively address this serious workplace challenge.
# 151614
| 1,367 words
| 5 sources
| APA
| 2012
| 
Published
on Jul 22, 2012
in
Business
(Human Resources)
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Description:
This paper explores the topic of workplace bullying and the policy solutions necessary to end this phenomenon. The paper is divided into two sections. The first section describes the nature and consequences of workplace bullying. The second section then explores the development of effective HR policies dedicated to workplace bullying. The paper concludes that HR professionals must effectively address bullying to protect potential victims and decrease employee turnover. The solution is the development of a zero tolerance policy with clearly articulated prohibited actions and punishments. The efficient enforcement of a zero tolerance policy, backed by company leadership, is a proactive and effective strategy to deter workplace bullying.
Outline:
Introduction
Workplace Bullying
The Human Resources Response to Bullying
Conclusion
Outline:
Introduction
Workplace Bullying
The Human Resources Response to Bullying
Conclusion
From the Paper:
"Workplace bullying also negatively impacts the entire workplace community. Bullies use their power for self-interest instead of exercising power in the interest of fulfilling their job responsibilities (Mathis & Jackson, 2011). The negative behavior of bullies and the emotional pain felt by the victim can infect the entire culture of the workplace, creating a hostile and unproductive environment. McKay et al. (2010) explain that "a single person can influence the emotional tone of a group, so organizations cannot view workplace bully complaints as isolated incidents impacting a small group of people" (p. 79). Such an environment is toxic to productivity. The high turnover rate associated with bullying further exacerbates the negative consequences of bullying and costs the company real financial resources due to the costs associated with hiring and training new employees to replace the departing victims."Sample of Sources Used:
- D'Cruz, P. & Noronha, E. (2010). Protecting my interests: HRM and targets' coping with workplace bullying. The Qualitative Report 15(3): 507-519.
- Lucero, M. & Allen, R. (2006). Implementing zero tolerance policies: Strict enforcement with fair treatment. SAM Advanced Management Journal 71, 35-44.
- Mathis, R. & Jackson, J. (2011). Human Resource Management, 13th ed. New York: Cengage Learning.
- McKay, R., Ciocirlan, C. & Chung, E. (2010). Thinking strategically about workplace bullying in organizations. Journal of Applied Management and Entrepreneurship 15(4): 73-93.
- Oade, A. (2009). Managing workplace bullying: How to identify, respond to and manage bullying behavior in the workplace. New York: Palgrave Macmillan.
Cite this Research Paper:
APA Format
HR and Workplace Bullying (2012, July 22)
Retrieved May 23, 2013, from http://www.academon.com/research-paper/hr-and-workplace-bullying-151614/
MLA Format
"HR and Workplace Bullying" 22 July 2012.
Web. 23 May. 2013. <http://www.academon.com/research-paper/hr-and-workplace-bullying-151614/>