The paper "Bullying and Intimidation at Workplace, Face-Saving and Face-Giving Behaviors" is a perfect example of business coursework. Many employees who have fitted in well with any small or major organization started from a lower level and worked their way up the ladder. At one place in their work life, many will admit to having being bullied or intimidated by a senior staff member. Bullying crosses all socioeconomic, racial, gender and ethnic boundaries (Margaret, 2008). It is manifested in behaviors such as belittling remarks, verbal threats and more to the worker.
The victim feels humiliated and pressurized resulting in lower productivity. In light of this, it is the aim of this essay to exhaustively address the issue of bullying and intimidation in the workplaces and further explore the face-saving and face-giving behaviors and their implication to the solving of the conflict. the issues addressed in this essay are not unique to any organizational setup, they occur in almost every organization with the traditional bureaucratic structure and even in the more revolutionary entrepreneurial structure. Bullying and intimidation seemed to be the most prominent conflict scenario that most of my respondents felt is a major issue in their workplaces.
it, therefore, presented a very serious problem to do with work pace relations that warranted intensive analysis of how the conflict develops, how it manifests itself, the counter-behaviours and how it can be solved. The essay first reviews the available literature on bullying and intimidation as presented by the results of the interviewed respondents. The essay further draws an appropriate conflict theory relevant to the conflict scenario to enable a better understanding of the problem.
Lastly, the essay identifies the key indicators of face-saving and face-giving behaviors and how appropriate the solution to the conflict was Review of relevant literature An extensive literature review was conducted for this particular research problem. Bullying as noted by the Bentley et al OH& S report (2009) report is a common workplace phenomenon in workplaces all over the world. According to Rayner and cooper (2006), there is no universally accepted definition of workplace bullying. However, there is a commonality in the views that bullying is a systematic, interpersonal abusive behavior towards a person that may cause social and psychological problems in the victim.
Workplace bullying according to the Washington state department of labour and industries report (2011), is a repeated, unreasonable series of actions from individuals directed towards an employee which are intended to intimidate, degrade, humiliate or undermine; or which creates a risk to the health and safety of the employee. Bullying is a repeated action involving abuse of power relationship between the bully and the victim Bentley et al OH& S report (2009). According to Adam (2007), bullies are closer to the powerful figures in the organization, they carefully target less powerful employees who don’ t have much influence in the organization.
Bullying creates a feeling of defenselessness and injustice in the target resulting in gross undermining of the victims right to dignity and freedom to work without intimidation. Bullying results in a strong feeling of fear, shame, embarrassment and guilt. The bully encourages these feelings to keep their target under their power (Bully online 2012). It is worth noting that demanding bosses should not be confused with bullies provided they are respectful and ethical when going about their business.
The primary motivation of such bosses is to get the best performance from their employees by setting high yet achievable goals.
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