Challenges with ethics or justice were found in the case study.

Both bullying and harassment are taking place here.

Findings of significance concerning the relationship between bullying at work and productivity were
uncovered.

Although employees are mostly to blame for discrimination, businesses nonetheless have an obligation
to ignore actions that foster an unsafe workplace. Harassment in the workplace occurs when one
coworker repeatedly and aggressively makes verbal, physical, or sexual advances toward another
coworker for no apparent reason. Harassment in the workplace refers to any unpleasant, abusive, or
degrading treatment of an employee or group of employees that persists over time (Ritzman, 2016).
Increasing employee contentment with pay, policies, and working conditions and fostering closer
management-employee interaction through employee meetings are all ways in which management can
help alleviate stress in the workplace. Harassment is described as unwanted conduct that has an adverse
effect on workplace relationships and productivity, whether it is deliberate or unintentional. It consists
of a never-ending cycle of abusive rituals and ritualized behavior toward the victim (Ritzman, 2016).
Efforts and making others uncomfortable at work. When bullying occurs in the job, it can lead to
stressful situations, missed deadlines, overwhelming workloads, pointless activities, or the provision of
ambiguous information, and even security risks.

Method of instruction

Because it is one of the most successful learning interventions in the workplace, I would implement an
interactive training strategy. In this way, students are given the opportunity to take an active role in
their education. Role-playing, along with models and simulated situations, are all tools used in this
process. Initiating this strategy will allow workers to actively interact with their counterparts in different
scenarios, simulations, and role-playing, giving them a taste of what got's like to be harassed and how it
impacts one's productivity on the job (Jodlbauer, Selenko, Batinic, & Stiglbauer, 2012). In addition, the
strategy will also necessitate some alterations to existing management practices in order to achieve the
intended results. Among the hoped-for results is the implementation of measures to foster an
atmosphere of respect among employees (Abernathy, 2011). That way, no one at work will be harassed
and everyone will treat each other with dignity and respect. Establishing ground rules for how
coworkers should behave. Offering unambiguous reporting procedures for workplace rudeness and
harassment. If an employee has harassed another, there will be an open line of communication for the
victim to report the incident and have it resolved (Abernathy, 2011).

Techniques for Assessing Performance

To evaluate software, I would use a behavioral approach. This assessment process incorporates the
behavioral application of newly acquired abilities and also includes monitoring behavioral changes as the
skills and information are applied to activities, life, and real-world challenges. This reveals exactly who is
making use of knowledge and in what context. This can assist management avoid misuse (McDermott,
Conway, Rousseau, & Flood, 2013). (McDermott, Conway, Rousseau, & Flood, 2013). Employees who are
found to have not integrated into the training program and modified their behaviors to better ones will
undergo additional training (McDermott et al., 2013).

References.

A. M. McDermott, E. Conway, D. M. Rousseau, and P. C. Flood (2013). The Missing Link Between HR
Strategy and Performance is Promoting Effective Psychological Contracts through Leadership. Research
in Human Resource Management, 52(2), 289–310.

According to Abernathy (W. B. (2011). Examining how various management techniques have influenced
output and efficiency in businesses. Efficiency and Effectiveness, 50(6), 39–47.

M. E. Ritzman (2016). Workplace bullying is a serious problem that requires immediate action.
Performance Improvement, 55(1), 14–22.

By Jodlbauer, S.; Selenko, E.; Batinic, B.; and Stiglbauer, B. (2012). Dissatisfaction in one's job and its
impact on one's ability to put newly acquired skills into practice. 16(1), International Journal of Training
and Development, pp. 39-53.