Power And Bullying Samples for Students †MyAssignmenthelp.com

Question: Discuss about the Power And Bullying In Organisations. Answer: Introduction The theme of this paper aims to focus on bullying in the workplace regarding the extent of power by organizational leadership and the causation of it. Power is regarded as a crucial aspect of bullying. Bullying in the organization is referred to as the behavior of hostility in communication to a person at the workplace that is done by a group of individuals or the manager. This action involves the unfair treatment of employees verbally or through acts where an employee may feel defenseless, offended and intimated. Bullying in organizations is termed unlawful as indicated in the Equality Act 2010 (Butler 2016). A lot of research has been done on the causes of bullying in previous years.It has come out clear in those studies that environmental factors and the working conditions in the organization. The role of leadership in bullying falls under the environmental factors. The main factors associated with bullying in the workplace include the change in the organizational management, workload, conflicts in work roles, less satisfaction with the workplace leadership, and poor work environment (Thomas Reuters (Professional) Australia Limited 2010). Bullying sufferers have described their working environment as unethical and hostile, having autocratic leaders. Power has the authority to control others thus; a leader in the organization can coerce an employee to do something that is against the employee integrity due to the authority held by the leader. For instance, Microsoft Corporation has had a history of bullying one of its employees, Michael Mercieca, where he was falsely accused of sexual harassment, supervisors undermined his work and denied promotions in the sales department. This happening began after he broke up with a female colleague who later was promoted to be his boss. Bullying also takes places through discrimination from having a disability. For instance, an employee in one of King Soopers supermarket stores in Lakewood was bullied because of his learning disability by other workers in the warehouse. Discrimination through power in organizations is very rampant. Some employees are discriminated on the grounds of races. For instance, DHLGlobal Forwarding group has had bullying history, where some employees were bullied beca use of their nationality. For instance, those from Hispania were subjected to names such as stupid Mexican and wetback. This led to employees feeling demeaned due to the disrespectful insults are thrown to them. In the workplace, there are five sources of power: referent, reward, coercive, expert and legitimate (Nahavandi et al. 2014). In these five sources of authority, bullying may be exercised. For instance, in coercive power, employees may be bullied through regular evaluation and critics of their work. For example in Palo Alto Company, that deals with tech; an employee was bullied by the supervisor who was younger by embarrassing her in front of colleagues for mistakes she did not commit and involving her in delicate tasks with limited resources. Under referent power, bullying situations occur where the violator, spreads rumors about you in the organization. In legitimate power, bullying is also exercised in situations such as the imposition of heavy work; unrealistic deadlines set tasks and frequent monitoring of work being done. Under the reward power, bullying mainly occurs in situations where a victims ideas are ignored and is denied promotions over petty reasons. Finally, under exp ertise power, harassment is likely to occur, where the violator withhold valuable knowledge on how to perform some work in the organization, negatively affecting output (Australian Psychological Society 2014). From the above analysis, it is clear that power exercised in the organization could be used negatively for bullying purposes. The examination looks into the victims' situation of obeying the instructions in order not to go against the leaders. This power limits the employee ability to overcome bullying. It is quite clear that the primary cause of bullying is mainly associated with power. Employee dilemma arises in the case of his needs on resources that violators have power on and overcoming the action. Victims are dependent on the perpetrators. This topic was quite informative, especially in distinguishing the examples of bullying acts under each source of power. The topic was well understood during the learning process, and I have encountered fewer difficulties in handling the task. From the information gathered in my research on the topic, this is an area that every organization should consider, especially the human resources department to protect the employees. Bullying has negative impacts on both the victim and to the organization. Its repercussions may include absenteeism, reduced work morale, and turnover that simultaneously leads to reduced productivity in the organization. These consequences may result in the organization not achieving its goals in the end. I would recommend organizations to adopt occupational and health legislation laws that apply to their organization to curb bullying. References Appleby, GS 2008, Harassment and discrimination: and other workplace landmines. [Irvine, Calif.], Entrepreneur Media. Australian Psychological Society, 2014, Australasian Journal of organizational psychology. Available at https://journals.cambridge.org/action/displayJournal?jid=ORP. Butler, DM 2016, Equality and anti-discrimination law: the Equality Act 2010 and other anti-discrimination protections.available at https://search.ebscohost.com/login.aspx?direct=truescope=sitedb=nlebkdb=nlabkAN=1127806. Lester, J 2013, Workplacemanagement bullying in higher education. Available at https://public.eblib.com/choice/publicfullrecord.aspx?p=1114638. Nahavandi, A Denhardt, RB Denhardt, JV Aristigueta, MP 2014, Organizational behavior. Quigg, AM 2017, Bullying In The Arts: vocation, exploitation, and abuse of power. [S.l.], Routledge. Thomson Reuters (Professional) Australia Limited, 2010, Discrimination alert. Pearson