GOOD AFTERNOON, SIR, GOODAFTERNOON CLASSMATES. I AM NANETH ARCADIO .

THE ONE WHO

ASSIGNED OF CASE 4 TITLED ABUSSIVE WORKPLACE BEHAVIOR. SO THIS IS MY SIMILAR
SITUATION FROM FROM GIVEN TO CASE 4.

Feeling wretched and alone, she contacted a psychological coaching to try to find a
way to deal with her situation. Like Anna, many people struggle to find the clarity
and confidence required to extract oneself from abusive circumstances at work.
Instead, they tend to think, “What have I done wrong?” In a highly volatile
situation, it is all too easy to overestimate your part in what has happened when
it may well be a product of the dysfunctional organization, or simply down to
individual behaviour: a bullying boss or a toxic colleague. Often the culprit is
successful and charismatic and this only adds to the confusion.
Furthermore, if your impressive work is igniting envy, then attempts to right
matters by enhancing your performance may only make things worse. Similarly, if
attempts to defend yourself are interpreted as questioning the culprit’s
competence, then you are unlikely to get your point across. Expressing your
feelings to a co-worker who is making your life miserable is only sensible if they
can control their emotions.

I explained how her colleague’s behaviour was almost certainly designed to make
Anna feel bad in order not to feel inadequate himself. It also seemed clear the
colleague was not going to depart and that the company was unlikely to take any
action. Once Anna could face these realities she was able to let herself off the
hook and plan her exit.
Transforming her perspective not only lessened her fears, but her confidence also
returned. She no longer allowed herself to be a target for her colleague’s unfair
projections. With this insight, she could respond to what was actually happening,
rather than reliving childhood traumas.  At work, there is rarely the time,
expertise or motivation to solve entrenched psychological problems. It is often
easier to absorb negative projections from others than accept that your
organization is neither interested in you nor protecting you from harm.

ANNALYSIS.

Anna’s Boss violates several code of principle like (Principle 1.4) which is for
not Being fair and take action not to discriminate. for doubting the complain of
the manager for Anna’s case, since Anna has been abuse that give a such impact to
her as she is new to the job. Together with the principle of code (Principle 3.1)
for Manage personnel and resources to enhance the quality of working life. that the
boss just let his employees to bully their new employed person and didn’t maintain
a safe social environment to his/her employees ( Principle 1.1)which is
Contribute to society and to human well-being, acknowledging that all people are
stakeholders in computing.

Manager’s behavior failed to applied the principle of code (Principle

3.3)which is Manage personnel and resources to enhance the quality of working life.
by letting Anna to face the burden that keeps on taunting her from her colleagues.
Then the colleagues itselft gives a big impact for Anna’s work experience as a
newbie to their company , then violates the principle of code (Principle 3.4)
Articulate, apply, and support policies and processes that reflect the principles
of the Code.