Assess The Importance Of Bullying In Schools
According to the section 55A(1) of the Occupational Health, Safety and Welfare Act 1986: Workplace bullying means any behaviour that is repeated, systematic and directed towards an employee or group of employee that a reasonable person, having regard to the circumstances, would expect to victimize, humiliate, undermine or threaten and which creates a risk to health and safety. Bullying is a phenomenon normally associated with school days. In fact, it also happens at different levels at work also, both in large and small organizations and proved by findings that shows as 53 per cent of UK employees have been bullied. For workers, bullying can arise from various pressures to perform at desired levels to meet profit targets due to tough economic times. Bullying tactics can be different in different cultures and environments.
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Many bullies have a feeling of inadequacy, suggesting they are jealous of others competency, qualification, intelligence and success. Managers can behave in a very unpleasant and demands verbal abuse, threats, intimidation, manipulation, assigning repugnant tasks, lack of support and communication excluding workers from certain activities and benefits and in appropriate written warnings. This can build up to violence and termination of employment. Workers should be encouraged to challenge, discuss and resist any gratuitous behaviour. Trainers should also examine staff profiles to identify workers who are likely to bully. Senior management has an important responsibility to steer the organization through incorporating diversity with the strategic objectives of the organization. Managing workplace bullying should not any focus on individuals, but also the environment, systems and values that the organization operates. Most organization do not invest in management development programs or training, which is a large contributing factor to workplace
Many bullies have a feeling of inadequacy, suggesting they are jealous of others competency, qualification, intelligence and success. Managers can behave in a very unpleasant and demands verbal abuse, threats, intimidation, manipulation, assigning repugnant tasks, lack of support and communication excluding workers from certain activities and benefits and in appropriate written warnings. This can build up to violence and termination of employment. Workers should be encouraged to challenge, discuss and resist any gratuitous behaviour. Trainers should also examine staff profiles to identify workers who are likely to bully. Senior management has an important responsibility to steer the organization through incorporating diversity with the strategic objectives of the organization. Managing workplace bullying should not any focus on individuals, but also the environment, systems and values that the organization operates. Most organization do not invest in management development programs or training, which is a large contributing factor to workplace