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‘Implicit or unconscious biases pose one of the biggest obstacles to
workplace harmony today’
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It important to be able to define the deviant behaviour which occurs in the workplace
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This is because it can really
effect the organization financially as will be discussed (Appelbaum et al, 2007)
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Deviant behaviour in the
workplace becomes an issue for the organisation when it threatens the wellbeing of the
organization and/or the employees representing the organization
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, (2003) defines workplace bullying as being a prolonged process of
psychological mistreatment but in some cases it may also be physical on an individual
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The victim in most cases,
is lacking the power to retaliate against the perpetrator (Einarsen et al
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This is
showing a clear imbalance of power between the organization as well as the individual
(Aquino & Thau, 2009; Hoel, Zapf, & Cooper, 2002)
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There are certain conditions in the workplace
environment which may lead to the occurrence of bullying
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Bullying, discrimination and harassment which occur in the workplace is in most cases
implicit this makes it very hard to prove
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However, no matter what impression one
person may have of another person it is not entirely provable this can therefore make it
harder to address and resolve
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So the same incident may be viewed in two different ways to
two different people (perpetrator and victim)
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The reasons behind bullying is much more complex as it has to take into
consideration both the victim and the perpetrator Baillien, Neyens, de Witte, & de Cuyper,
2009; Zapf, 1999)
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If the work environment in which the individuals are working is
problematic this can be a huge indicator as to why bullying occurs
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The idea that the work environment is under
poor management suggests that the organization is working under poor organization
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Based on many reports Leymanm (1993) shows that poor work
organisation and problems in leadership are related to bullying
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Individuals may fall target of

bullying due to stressors within their work this leads to behavioural reactions which may
lead to others being aggressive towards them
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So this is what needs to
be taken into consideration, the interpretation of the cause of bullying
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They can’t deal
with the idea that individuals are all different
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This can also be
seen in other circumstances
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This can be explained by the perpetrator in
this situation feeling threatened by them and they can’t stand the high performing
individual so they choose to express this is in the wrong manner (Zapf, 1999)
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A huge contributor to this is
stress (Mathisen et al, 2010)
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Further research
suggests that finding a good leader may help to combat bullying in an organizational setting
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Organisations can use personality evaluations for supervisors and leaders in effort to find
‘psychopathic traits’ (Harvey et al, 2006)
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Therefore, showing that the problem starts at the very
top and should be tackled from there
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Further evidence of steps that organizations have taken is, Psychosocial care of the
employees and procedures put into place to ensure the health and safety of the employee is
taken care of by the organization is another factor which needs to considered when talking
about work place bullying, harassment and discrimination
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This will also increase
commitment that management has with the employees as they will want to deal with the
matter effectively in order for it to not occur often
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This is relation to victims of this tend to
want different working conditions (Law et al, 2011) such as having higher job demands and
in turn have lower control with their job in comparison to other workers
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This therefore would prevent escalation of bullying
cases as this was a way of the organization coping with bullying
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This is therefore showing that in order to be able to deal with
these problems communication and trust is needed whereby the employees will feel their
experiences are taken seriously (Dollard & Karasek, 2010)
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Research suggests that bullying is correlated with low job satisfaction, high
employee turnover, increase of absences and low levels of commitment
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Bryant
and Buttigeig (2009) suggests that these consequences correlate with bullying
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There
has also be health related consequences of victims bullied at work
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The evidence here suggests that a lot of the
workplace misconduct has severe consequences upon the victim and that in order for the
employees to feel safe there needs to be precautions put into place to deal with their
trauma
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So in order for the victim to
come back to work they need to feel that they are safe and valued again as an employee
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When
looking at the performance of an organization bullying can have an impact on this as deviant
behaviour can have a significant effect upon an individual’s performance and in most cases
negatively (Harvey et al, 2006)
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Research has suggested that the
performance based destruction of an organization can be caused by bullying this is because
the deviant acts can have an influence on daily tasks and the abilities of these tasks the
employees hold
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As mentioned here there are employees who may suffer from psychological
damage due to this
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As well
as this, the workplace is also affected as bullying can put stress on a organisation because
they need to be able to deal with this accordingly otherwise they risk their reputation being
harmed if they leave the matter unresolved (Harvey et al, 2006)
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The main objective of a
organization should be implementing the right prevention methods and constructive
management in order for these problems not to arise in the workplace
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However, this is
not as easy as it may sound, Einsarsen (2000) mentions how it is important to have all the
right information for this to happen
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This is because the right
intervention will be based on a clear understanding of the problem
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From the
evidence presented it is clear that both individual and the work environment are

contributors to workplace bullying
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Control systems need to be put into place in order to stop bullying in the workplace
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Also mentioned was the maintaining of psychosocial care for workers this
would motivate the individuals as they will feel valued for being an employee
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They need to be able to understand the
reasoning behind why bullying may occur and then start to overcome it
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H
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D
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(2007), ‘‘Positive and negative deviant
workplace behaviors: causes, impacts and solutions’’, Corporate Governance, Vol
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5,
pp
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, Semerjian, G
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(2012)
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Industrial and Commercial Training, 44(4), pp
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Aquino, K
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(2009)
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Annual Review of Psychology, 60, 717–741
Baillien, E
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, De Witte, H
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(2009)
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Journal of Community and
Applied Social Psychology, 19(1), 1–16
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and Buttigieg, D
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2 No
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48-62
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(2011), ‘‘Relationships between moral disengagement, work characteristics
and workplace harassment’’, Journal of Business Ethics, Vol
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283-301
Dollard, M
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, & Karasek, R
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Building psychosocial safety climate: Evaluation of a
socially coordinated PAR risk management stress prevention study
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Houdmont and S
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), Contemporary occupational health psychology: Global perspectives on research
and practice (pp
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Einarsen, S
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20 Nos 1/2, pp
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Einarsen, S (2000)
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Aggression and Violent Behaviour, 5-379-401
Einarsen, S
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, Zapf, D
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L
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The concept of bullying at work: The
European tradition
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Einarsen, H
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Zapf, & C
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Cooper (Eds
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3–30)
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Harvey, M
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, Heames, J
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and Leonard, N
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No
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1-11
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and Ólafsson, R
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Coping with bullying in the workplace: the effect
of gender, age and type of bullying
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319333
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K
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(2010), ‘‘Leadership development as an intervention in
occupational health psychology’’, Work & Stress, Vol
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3, pp
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Krieger, L
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The Content of Our Categories: A Cognitive Bias Approach to
Discrimination and Equal Employment Opportunity
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1161
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European
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Law, R
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F
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R
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(2011)
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Accident Analysis and Prevention, 43, 1782–1793
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(1993), Mobbing - Psychoterror am Arbeitsplatz und wie man sich dagegen
wehren kann, (Bullying - Psycho-terror at Work and How One Might Protect Oneself),
Rowolt, Reinbeck
Leymann, H
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(1996), ‘‘Mobbing at work and the development of posttraumatic stress disorders’’, European Journal of work and Organizational Psychology, Vol
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Namie, G
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Available at:
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Spector, P
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behavior
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Fox & P
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Spector (Eds
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(1999)
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Zapf, D
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