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Bullying can produce and maintain a poisonous work environment. Nurses who bully can wear down the job satisfaction of their co workers which can result in a loss of productivity and increased absences in the workplace (Stokowski, 2010). Victims of bullying often have a feeling of impending doom and dread when they think about their upcoming work days. Each time the bullying reoccurs, the victims usually

Bullying and harassment within the workplace can be attributed to a myriad of factors. The work

Bullying in the workplace not only causes many people to quit, but also leads to the rendering of a worker's ability to do their job effectively. Although this isn’t a new topic, it has always been a topic of importance throughout many issues within a workplace setting. Bullying was found to be one of many main causes of workplace resignation (Kelly).

Workplace bullying is a big issue. It will create a lot of negative impact to the staffs and customers. The examples of workplace bullying can be sexual harassment, degrading someone, conducting the unethical behaviors and applying unprofessional conducts to the staffs and customers. The consequences caused by the workplace bullying can be as the following:

Cleary, M., Hunt, G. E., Walter, G., & Robertson, M. (2009). Dealing with bullying in the workplace. Journal of psychosocial nursing and mental health services, 47(12), 34-41. doi:10.3928/02793695-20091103-03

The article provide five table illustrations. Table one is about the demographic characteristic of the targets of the workplace bullies. The table displays the characteristics of social workers ranging by age, gender, and demographic. Table two is about organizational settings and roles of targets. The table displayed supervisors, colleagues, subordinates, and clients were all identified as bullies. It showed that women were more than twice as likely (67%) to be identified as bullies as were men (33%). Table three is about the most troubling bullying behaviors. It showed that verbally and covertly hostile actions were the most troubling bullying behaviors in the workplace. In addition, being treated with disrespect and having work de-valued as the hardest aspects of being bullied at the workplace. Table four was the summary characteristics of bullies. The study showed the characteristic were either passive or assertive by the Coping Scale. The passive behavior had a ranging score of 24 and assertive was of 60. The median and mean scores were 42.5, and a multiple modal score. Table five was the classification of responses to coping scale as passive or assertive

Workplace bullying is a widespread issue in which people need to be educated on in order to put an end to it. Its causes are complex and multi-faceted and yet preventable. Workplace bullying puts unnecessary strain on the employees It is the employer and organizations responsibility to provide a bully free environment for their employees. Employees should have the right to feel safe in their work environment and be free from workplace bullying. Employers need to be held accountable and have a plan in place to protect the employees from this type of violence. Unfortunately that is not always the case, in some instances the employer is the one doing the bullying. Workplace bullying carries many definitions in which will be

Bullying, harassment and discrimination amount to core issues in all workplaces and are an integral connection between employee relations and effective human resource management. Bullying and harassment occurs when an employee is mistreated and victimized by fellow workers or supervisors through repeated negative instances of offensive slurs, detrimental feedback, verbal abuse and intended isolation through social exclusion. These instances correlate to “low satisfaction with leadership, work control, social climate, and particularly the experience of role conflict” (Einarsen et al. 1994). Not all departments within

On the other side, discussed the types of workplace bullying including top-down, lateral and bottom-up. Moreover, there are different sign and symptoms of workplace bullying in nursing which are related to physiological, psychological, psychosocial and well-being. Different impact of workplace bullying on the profession of nursing for examples; increase rate of turnover, patient care errors, increase absenteeism, less work performance. Finally, concluded that bullying is not a current issue in nursing, so first requires everyone in the workplace to have a clear understanding in the workplace. There are different types of ways included in the second part of this article like- standards, legislation and case law which are very useful for prevention bullying as well as promote self-awareness, encourage employees about self-manage, interpersonal conflict, education through developing a program in which programme organizational should be apply the race principles included; recognize, assess and control the bulling in nursing workplace and lastly evaluate the measures which put on the actually working

The strength of the evidence for workplace bullying strategies is well passed the emerging stage but has not quite achieved the unequivocal stage. The tools such as state regulations, federal workplace safety policies, and professional nursing association recommendations provide important impetus and support for nurses and hospitals undertaking this transformation. They represent the basis for program development but they fall short of clearly defining the insidiousness of workplace bullying much less restricting the damage it causes. Bullying interventions should be on equal footing with sexual harassment and racial discrimination laws in terms of enforcement. Currently employers do not adequately address workplace bullying as a phenomenal cost to their organization and to the good employees. For example, bullying contributes to excessive turnover, absenteeism, and sometimes excessive legal fees. Why would the employer rationally opt to pay the higher cost of bullying and defend the destructive individual vs. doing what is

This article highlights several key lessons that the bullied worker should remember, despite the dififult working environment:

It is easy to conceptualize some level of bullying will exist in organizations as long as people come together from differing points of views. There will always be some level of competition as that is a human trait. Like all human traits, if unchecked, they can spiral out of control and cause bad situations, thus creating a need for organizations such as the Workplace Bullying Institute.

Allowing a workplace bullying being ignored and unchecked could have chaotic effects on the stress and morale level of other people in their workplace. Such workplace bullies most likely to target employees and colleagues, which they perceive as threats. Their victims are frequently their most ethical, independent and competent colleagues. Bullying start in the bottom line of the company and could even lessen the reputation of the company.

Several online dictionaries and articles describe the term “bullying” as a verb, an action – the act of intimidation or domineering behavior. According to Ron Maurer, author of the article “Workplace Bullying Laws on the Horizon”, published in 2013, he describes it as “bullying includes work interference or sabotage that prevents work from getting done.” According to CareerBuilder.com, in a survey concluded that approximately 25% of the workforce has experienced workplace bullying – therefore one

“Bullying creates an emotional corrosive environment that makes doing work difficult” (Garner, S., & Pamela, R. J.). “Workplace bullies create a tremendous liability for the employer by causing stress-related health and safety problems, driving good employees out of the organization” (Therein, E, 2000).