When good HR gets bad results: exploring the

challenge of HR implementation in the case of

workplace bullying

NAME

MATRIC NO.

Nur Iwani Atiqah

4141000371

Fatin Noralia Solehah

4141002331

Jazmi Iwan

4141007021

ISSUES FROM THE JOURNAL

: WORKPLACE BULLYING
Workplace Bullying is repeated,
health-harming mistreatment of one
or more persons (the targets) by one
or more perpetrators.
Abusive conduct that is including:
- Threatening, humiliating, sabotage
or verbal abuse.

EFFECTS OF WORKPLACE
BULLYING TO THE HUMAN
RESOURCE MANAGEMENT
PRACTICES
Feel scared, stressed, anxious or
depressed.
Increased Absence / Absenteeism
Rate
Low Morale
Resignations Of Staff And Difficulties
In Recruiting New Qualified Staff
Lack Confidence And Happiness

SIGNIFICANCE OF WORKPLACE
BULLYING TO THE HUMAN
RESOURCE MANAGEMENT
PRACTICES?
The decision to adopt a particular HR
practice
Concerns decisions about the quality
of the HR practice
Involves a decision about whether to
make use of the practice
Concerns the quality of
implementation

OUR RECOMMENDATION THAT RELATES

IT TO THE HUMAN RESOURCE
MANAGEMENT PRACTICES
Create a zero bully tolerance policy. Making it clear that
bullying in the workplace will not be tolerated
Provide regular mandatory workplace bullying training.
Consulting with staff at all levels including the managers /
supervisors.
Provide support to bullied employees by providing high
quality learning and development programmes on
leadership and people management
Raise awareness about workplace bullying through
newsletters, blogs, and anti-bullying events
Do a campaign Say No! to workplace bullying
Lead by example ,modelling positive behaviours of respect
and courtesy to others. Including direct discussion with staff