International Journal of Management (IJM)

Volume 11, Issue 2, February 2020, pp. 114–121, Article ID: IJM_11_02_012
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ISSN Print: 0976-6502 and ISSN Online: 0976-6510

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DIVERSITY: SOURCE OF BULLYING

Dr. Priyanka Indoria
Institute of Innovation in Technology & Management,
Janakpuri, New Delhi, India

ABSTRACT
The study had explored the root cause of bullying and attempt to find out the
relation of diversity with bullying. It also attempts to find out the association of
bullying and different forms of conflict. Two staged random sampling is used. Data
collected from 270 respondents suggest that there is bullying with respect to gender
and religion which further gives rise to conflict and reduces the performance of the
organization. Diversity brings changes that may or may not be welcomed and as a
result of which people try to bully others majorly on the basis of gender and religion
as a primary and secondary dimension of diversity. This study will help the
organization to understand the reason for bullying with respect to diversity and
suggest different measures for managing diversity so as to marginalize bullying from
organization and society.
Keywords: Diversity, Bullying and Conflict.
Cite this Article: Dr. Priyanka Indoria, Diversity: Source of Bullying, International
Journal of Management (IJM), 11 (2), 2020, pp. 114–121.
http://www.iaeme.com/IJM/issues.asp?JType=IJM&VType=11&IType=2

1. INTRODUCTION
Currently, one of the major challenges faced by organizations is diversity management. With
globalization, the workplaces had become more diverse and its management is a big task for
HR managers. Diversity has a different impact on the performance of the organization
depending upon the situation. Diversity shows two faces as far as its impact is considered.
The positive effects give a competitive edge to the organization however its negative effects
are more severe and cannot be ignored. Since diversity brings changes, these changes bring
bullying silently. Bullying is one of the major issues faced by organizations implicitly.
Various organizations are dealing with it without knowing its root cause. Therefore, this paper
attempt to find out the root cause of bullying.
According to Helge Hoel (2003), bullying arise majorly because of three reasons. Firstly,
people want to safeguard their self-esteem and in order to maintain it; they tend to undermine
the talent of others. Deficiency of social competence makes people bully others to maintain
their position in society. Lastly, the biggest reason for bullying is the imbalance in power
(Indoria, 2017). Because of this people tend to withhold the information, do extensive
monitoring, ignorance of a good idea or viewpoint and even shouting publically on the

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 Dr. Priyanka Indoria

employees are the components of bullying. People from different background possess
different/unique information which they may or may not share with others. In order to get a
competitive edge in this competitive world, every information is important and needed to be
shared at the right time and right place in the organization. Withholding information so that
others don‟t get the benefit out of it is like refraining someone from his/her future growth. The
victim feels emotionally injured and this further leads to different forms of conflict that are
more severe for the organization. Hence, this study attempt to find out the root cause of
bullying, its association with diversity and its outcomes.

2. LITERATURE REVIEW
The present workplace is facing the biggest challenge which has emerged because of
globalization. Diversity is defined as a variation or a change from the set standards.
According to Cox (1993) “Diversity is the representation in one social system of people with
distinctly different group affiliation of cultural significance”. Diversity exhibits a dual impact
on the performance of the organization. Although it has many positive impacts, the adverse
impact of diversity needs more attention of the policy makers, organization and even
government. Some of the positive impacts of diversity are better problem solving, improved
innovation, better decision making, and increased knowledge pool. Some of the negative
impacts of diversity are conflict majorly, information conflict, emotional conflict and task
conflict; cultural resistance and low group cohesion. One of the most severe repercussions of
diversity is „Bullying‟ (Indoria, 2017). This is actually a connecting medium between
diversity and different forms of conflict.
According to Leymann (1996) workplace bullying is hostile and unethical communication
directed in a systematic way towards an individual on a frequent basis and over a longer
period. Lutgen-Sandvik (2007) defined “workplace bullying as the continual aggression
(verbal and non- verbal), that includes social isolation, personal comments, and various other
agonizing messages and unreceptive collaborations”. It is an interpersonal behavior that is
unwelcome and unsolicited (Indoria, 2017; Jagatic, 2011). This study has considered three
aspects of bullying: work-related bullying which includes withholding information, unrealistic
deadlines, unmanageable workload, etc. Second is person-related bullying which includes
unnecessary humiliation related to work, repetitive reminders of errors, etc. and the third
aspect is physical intimidating bullying which includes being shouted at, physical abuse, etc.
(Agarwal, 2017).
According to Indoria (2017) there is a paradigm shift in the organizational culture to the
bullying culture. Since a large number of employees are working in an organization, as an
opportunity arises everyone wants to grab it, resulting in competition. This makes one winner
among all. Success is achieved at the cost of others lose. As a result of this, people start
harming others for the sake of their own success. This gives rise to bullying. It has become a
vicious circle where people who are bullied, tend to bully others. An intervention from
management and government is required so as to bring down bullying from the organization
and ultimately from the society.
The study tries to find out the factors of diversity that contribute towards bullying.
According to Rosener (1991), there are two dimensions of diversity primary and secondary.
Primary dimensions are those which are god gifted and secondary dimensions are those which
are inherited from society. Since this study is done in the Indian context, both gender (primary
dimension of diversity) and religion (secondary dimension of diversity) are the most debated
topics; hence these two dimensions of diversity are used. This study would help the
organization to find out if bullying exists on the basis of diversity with respect to gender and
religion in the organization.

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 Diversity: Source of Bullying

3. OBJECTIVES
 To study the association of diversity with bullying
 To identify the causes of bullying
 To explore the major forms of conflict emerge because of diversity.

4. RESEARCH METHODOLOGY
Due to the sensitive nature of the topic „bullying‟, the questionnaire is borrowed from the
study of Aggarwal (2017), where the author had clearly defined the items of bullying. A
survey was conducted in the healthcare industry where six multi-specialty hospitals were
chosen for the study. A two-staged random sampling is done where the first stage is that the
respondents should have an experience of above 6 months and the second stage is it should be
a multispecialty hospital. The sample size is 270. Of the respondents 54.2% were males and
44.7% were females; 26.4% of the respondents are Hindu, 23.4% of the respondents are
Muslims, 23.8% of the respondents are Christians and 25.3% of the respondents are Sikhs;
48% were having work experience of more than six months and less than one year, 38.8% had
an experience of more than one year and less than five years and 12.1% had an experience
of more than five years.
ANOVA test used to investigate the factors supposed to influence the dependent variable
(independent variable gender and religion). Cronbach's Alpha is 0.81.

5. FINDINGS AND DISCUSSION

5.1. Pervasiveness of Bullying
The results of the study exhibited that when gender (primary dimension of diversity) is taken
as one of the independent variables (shown in table 1) many factors found insignificant.
Religion, humiliation, spreading rumors, being targeted, repeated reminders of errors, ignored
opinion, false allegation and excessive sarcasm are the few factors whose p-value is less than
0.05. This simply means that these factors are contributing majorly towards bullying with
respect to gender.

Table 1 ANOVA TABLE (Gender is independent variable)

ANOVA
Sum of df Mean F Sig.
Squares Square
Between 12.405 1 12.405 16.895 .002
Religion Groups
Within Groups 337.036 268 1.258
Total 349.441 269
Between 1.797 1 1.797 3.804 .052
Groups
Experience Within Groups 126.632 268 .473
Total 128.430 269
Someone withholding Between .092 1 .092 .408 .623
information which affect Groups
your performance Within Groups 60.560 268 .226
Total 60.652 269
Being humiliated and Between 1.437 1 1.437 6.182 .012
ridiculed in connection with Groups
your work Within Groups 62.271 268 .232
Total 63.707 269
Being ordered to do work Between 63.219 1 63.219 . .
below your level of Groups
competence Within Groups .000 268 .000
Total 63.219 269

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 Dr. Priyanka Indoria

Having key areas of Between .092 1 .092 .408 .523

responsibility removed Groups
Within Groups 60.560 268 .226
Total 60.652 269
Spreading of gossips and Between 1.437 1 1.437 6.182 .014
rumors about you Groups
Within Groups 62.271 268 .232
Total 63.707 269
Between 63.219 1 63.219 . .
Groups
Being ignored or excluded Within Groups .000 268 .000
Total 63.219 269
Having insulting and Between .092 1 .092 .408 .530
offensive Groups
remarks made about your Within Groups 60.560 268 .226
attitude Total 60.652 269
Being shouted at or being Between 1.437 1 1.437 6.182 .034
the target of spontaneous Groups
anger Within Groups 62.271 268 .232
Total 63.707 269
Intimidating behavior such Between 63.219 1 63.219 . .
as finger pointing, invasion Groups
of personal space, shoving, Within Groups .000 268 .000
blocking your ways Total 63.219 269
Hints or signals from others Between .092 1 .092 .408 .723
that you should quit your Groups
job Within Groups 60.560 268 .226
Total 60.652 269
Repeated reminders of your Between 1.437 1 1.437 6.182 .012
errors and mistakes Groups
Within Groups 62.271 268 .232
Total 63.707 269
Being ignored or facing Between 63.219 1 63.219 . .
hostile Groups
reaction Within Groups .000 268 .000
Total 63.219 269
Persistent criticism of your Between .092 1 .092 .408 .523
errors and mistakes Groups
Within Groups 60.560 268 .226
Total 60.652 269
Between 1.437 1 1.437 6.182 .014
Groups
Having your opinion Within Groups 62.271 268 .232
ignored
Total 63.707 269
Practical jokes carried out Between 63.219 1 63.219 . .
by people you do not get Groups
along with or made fun of Within Groups .000 268 .000
your personal Total 63.219 269
characteristics
Being given task with Between .092 1 .092 .408 .423
unreasonable deadline Groups
Within Groups 60.560 268 .226
Total 60.652 269
Having allegation made Between 1.437 1 1.437 6.182 .014
against you Groups
Within Groups 62.271 268 .232
Total 63.707 269
Excessive monitoring of Between 63.219 1 63.219 . .
your work Groups
Within Groups .000 268 .000
Total 63.219 269
Pressure not to claim Between .092 1 .092 .408 .623
something you are entitled Groups

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 Diversity: Source of Bullying

to do Within Groups 60.560 268 .226

Total 60.652 269
Being the subject of Between 1.437 1 1.437 6.182 .014
excessive teasing and Groups
sarcasm Within Groups 62.271 268 .232
Total 63.707 269
Being exposed to Between 63.219 1 63.219 . .
unmanageable workload Groups
Within Groups .000 268 .000
Total 63.219 269
Threats of violence or Between .092 1 .092 .408 .523
physical abuse or actual Groups
abuse Within Groups 60.560 268 .226
Total 60.652 269

Similarly, table 2 exhibits that the p-value for all the variables is less than 0.05. Hence it
can be noted that all these variables are contributing towards bullying with respect to religion.
Isolation, intimidation, overloaded with work with unrealistic time limits, sarcasm, and
gender these are the major contributing factor which is playing a mediating role in enhancing
bullying with respect to religion.

Table 2 ANOVA Table (Religion is independent variable)

Sum of df Mean F Sig.
Squares Square
Between Groups 5.187 3 1.729 3.732 .012
Experience Within Groups 123.243 266 .463
Total 128.430 269
Someone withholding Between Groups 3.364 3 1.121 5.206 .002
information which Within Groups 57.288 266 .215
affect Total 60.652 269
your performance
Being humiliated and Between Groups 2.543 3 .848 3.687 .013
ridiculed in Within Groups 61.164 266 .230
connection with your Total 63.707 269
work
Being ordered to do Between Groups 6.264 3 2.088 10.751 .000
work below your Within Groups 56.955 266 .214
level of Total 63.219 269
competence
Having key areas of Between Groups 3.364 3 1.121 5.206 .002
responsibility Within Groups 57.288 266 .215
removed Total 60.652 269
Spreading of gossips Between Groups 2.543 3 .848 3.687 .003
and rumors about you Within Groups 61.164 266 .230
Total 63.707 269
Being ignored or Between Groups 6.264 3 2.088 10.751 .000
excluded Within Groups 56.955 266 .214
Total 63.219 269
Having insulting and Between Groups 3.364 3 1.121 5.206 .002
offensive remarks Within Groups 57.288 266 .215
made Total 60.652 269
about your attitude
Being shouted at or Between Groups 2.543 3 .848 3.687 .015
being Within Groups 61.164 266 .230
the target of Total 63.707 269
spontaneous anger
Intimidating behavior Between Groups 6.264 3 2.088 7.751 .000
such as finger Within Groups 56.955 266 .214
pointing, invasion of 63.219 269
personal space, Total
shoving, blocking

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 Dr. Priyanka Indoria

your ways

Hints or signals from Between Groups 3.364 3 1.121 5.206 .001

others that you should Within Groups 57.288 266 .215
quit your job Total 60.652 269
Repeated reminders of Between Groups 2.543 3 .848 3.687 .013
your errors and Within Groups 61.164 266 .230
mistakes Total 63.707 269
Being ignored or Between Groups 6.264 3 2.088 9.762 .000
facing hostile reaction Within Groups 56.955 266 .214
Total 63.219 269
Persistent criticism of Between Groups 3.364 3 1.121 6.316 .002
your errors and Within Groups 57.288 266 .215
mistakes Total 60.652 269
Having your opinion Between Groups 2.543 3 .848 3.687 .016
ignored Within Groups 61.164 266 .230
Total 63.707 269
Practical jokes carried Between Groups 6.264 3 2.088 9.751 .000
out by people you do Within Groups 56.955 266 .214
not get along with or 63.219 269
made fun of your Total
personal
characteristics
Being given task with Between Groups 3.364 3 1.121 7.347 .000
unreasonable deadline Within Groups 57.288 266 .215
Total 60.652 269
Having allegation Between Groups 2.543 3 .848 3.687 .013
made against you Within Groups 61.164 266 .230
Total 63.707 269
Excessive monitoring Between Groups 6.264 3 2.088 11.751 .000
of your work Within Groups 56.955 266 .214
Total 63.219 269
Pressure not to claim Between Groups 3.364 3 1.121 5.206 .002
something you are Within Groups 57.288 266 .215
entitled to do Total 60.652 269
Being the subject of Between Groups 2.543 3 .848 3.687 .010
excessive teasing and Within Groups 61.164 266 .230
sarcasm Total 63.707 269
Being exposed to Between Groups 6.264 3 2.088 9.751 .000
unmanageable Within Groups 56.955 266 .214
workload Total 63.219 269
Threats of violence or Between Groups 3.364 3 1.121 5.206 .002
physical abuse or Within Groups 57.288 266 .215
actual abuse Total 60.652 269
Between Groups 6.264 3 2.088 11.751 .000
Gender Within Groups 56.955 266 .214
Total 63.219 269

6. CONCLUSION
This study contributes towards workplace bullying by studying its root cause, association with
diversity and its impact on the performance of the organization. The major findings of the
study emphasize a number of important avenues for future research that will help to
understand the role of diversity in creating a bullying culture.

6.1. Theoretical Framework

It is evident that there is a high level of bullying with respect to religion and gender. It is also
evident that a person who is bullied in a way tend to bully others just for the sake of sadistic
pleasure. According to Butler (2019), the power distance score for India shows a high level of
power inequality, therefore people tend to (desire to) come in power by any means. Bullying

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 Diversity: Source of Bullying

is one of the easiest ways to achieve their targets because they are aware of the fact that
bullying makes the victim stressed and ultimately the performance of the victim will be
reduced and therefore, he will be removed from the cat race for winning power.

Figure 1 Theoretical Framework

The figure above illustrates that diversity is the root cause of bullying. In this study gender
and religion are found to be the root cause of bullying. Both are playing a moderating role in
making bullying more severe.
Since diversity has introduced variations or differences, it has become very difficult for
human resource management to manage such a wide range of diversified workforce. Presently
the Government of India is making various policies for women empowerment and gender
equality. However, directly or indirectly certain evidences clearly show gender biases among
the individuals. On an average females are found to be more introvert, reserve and less open-
minded as compared to that of males. This glass ceiling could be taken as the drawback of
Indian society. They are not given work according to their competency, skills, and knowledge.
Intentionally or unintentionally very few opportunities come their way. Hence, it is evident
that females are more likely to be victimized of bullying.
The second mediating variable is „religion‟ which is even more fatal. According to a
myth, certain religions confine women from excelling in their professional careers. Some
people take this myth very seriously and believe women are made to do household work only.
As a result of which, in the name of religion females are restricted to show their full
competency and capabilities in their professional life. Moreover, after the attack of 9/11
Muslims are seen as an uncivilized part of society. Resulting unnecessary and excessive
monitoring which refrain them from showing their competency at full throttle. However,
Sikhs and Christian being a minority in Indian society feel as if they are humiliated for their
dressing sense, their opinions and suggestion are ignored and are given unrealistic tasks and
time limits. This further leads to conflict.
Conflict in its severe form; generate three different forms of conflict. The most hazardous
is emotional conflict. The majority of the respondents agree to the fact that bullying cause
emotional harm to them which further leads to stress, absenteeism and further gives rise to
informational conflict. People from different background and culture possess unique
information which he may or may not share it with others either because of competition or
trust or comfort. They sometimes withhold the information, or share it late or even sometimes
they interpret the information in the wrong way. This further hampers the performance of the

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 Dr. Priyanka Indoria

individual and leads to task conflict. This reduces the productivity and performance of the
individual.
Diversity brings resistance to change acceptance and intolerance in ambiguous situations.
It has a direct negative impact on the productivity and performance of the individual and
organization. India is one of the most diversified countries in the world. It shows unity in
diversity. This study also revealed that there is a need of the hour to stand together for
accepting diversity so as to eliminate the negative effects of diversity and enhance and spread
the positivity associated with diversity. Individuals need to develop emotional intelligence to
work with different favorable or unfavorable emotions in order to marginalize the negative
effects of diversity: „Bullying’. Organizations need to carry out certain diversity acceptance
training programs to reduce bullying and making certain policies to stop bullying and create
an environment of equality.

7. LIMITATION
Since this study is confined to the Delhi-NCR region the future studies can do this research in
different parts of India. The sample size is only 270 so results may show more clear results
when the sample size is large. Moreover, the issue is so sensitive the respondents even gives a
cold heart to answer the questionnaire.

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