Workplace bullying and union and human resource response

Workplacebullying and union and human resource response

Author’sname

Workplacebullying and union and human resource response

Questions

  1. What are the primary drivers of bullying in the workplace?

  2. Who are the most likely victims of bullying?

  3. Who are the perpetrators of workplace bullying?

  4. What forms of bullying are prevalent in the workplace?

  5. How do victims of bullying handle the situation?

  6. How does the company handle such incidences?

  7. What regulations are there to deal with bullying, in an organization?

  8. How does bullying affect employees?

  9. What happens to the victims when these cases go unreported?

  10. What support can victims of bullying get from other employees?

  11. What disciplinary measures organizations take on workplace bullies?

  12. What is the efficacy of the anti-bullying measures?

  13. What policies have unions put in place to protect employees from bullying?

  14. How have bullying incidences been handled in the past?

  15. What is the trend of bullying practices in the workplace?

  16. What organizational culture could be employed to eliminate bullying in the future?

Policiesand procedures

  1. Written policy

Unionleadership and human resource management should have well-writtenbullying guidelines and policies in a collective bargain consensus toprevent jeopardizing working environment[ CITATION Den15 l 1033 ].

  1. Workplace culture

Humanresource ought to ensure that the working environment and culture isdetrimental to bullying practices[ CITATION Den15 l 1033 ].As such, an organization should implementstern disciplinary measures on workplace bullies.

  1. Early intervention

Accordingto Denneberg, fostering a culture of early intervention is vital toavoid worsening of bullying incidences in the workplace[ CITATION Den15 l 1033 ].

  1. Empowered bystanders

Humanresource and unions should encourage and empower by standers to takeaction by report bullying incidences in the workplace to preventconsequent lethal reactions and grave risks in the workplace[ CITATION Den15 l 1033 ].

  1. Reporting procedures

Organizationsought to promote a trustworthy working environment where employeescan freely share and report bullying incidences to the respectiveoffices[ CITATION Den15 l 1033 ].

Reference

Denenberg, T. S. (2015). Expanding the Issues of Bullying in the Workplace: Labor and Management Responsibilities. Bullying: The Five Tests, 30-32.