Case Analysis

WORKPLACE BULLYING: A CASE ON SERVICE SECTOR EMPLOYEES

Submitted By “The Boys” Group

Name ID

Tasfique Rafsan 1810821

Fuad Hassan 1921957

Jefree Sarkar 1910107

Submitted To: Dr. Ikramul Hasan

Course: HRM390; Section: 01
Date: 31 July 2023

1
Abstract

Workplace bullying has been a subject of considerable speculation in academic and

professional circles. This systematic mistreatment involves consistent acts of violence,
unreasonableness, and derogatory behavior directed at individuals within the work
environment. Such ill-treatment can leave victims feeling inferior and defenseless. The
definition of workplace bullying can vary significantly, often making it challenging to
categorize negative behaviors. Despite the potential absence of physical harm, the emotional
and psychological distress caused by bullying can be significant. Rayner and Hoel (1997) and
Burnes and Pope (2007) present bullying in various categories, including victimization,
humiliation, rudeness, intimidation, social alienation, excessive workload, and lack of
recognition. Bullying manifests in both intended and unintended behaviors, impacting not
only the targeted individuals but also the overall effectiveness of the organization.
Consequences of workplace bullying include anxiety, depression, sleep issues, job burnout,
and reduced productivity. Despite its detrimental effects, there is a lack of consensus on the
definition of bullying, leading to some negative behaviors being overlooked or dismissed.
This abstract shed light on the multifaceted nature of workplace bullying and emphasizes its
importance as a crucial issue that demands attention from both academic and professional
spheres.

2
Keywords

Workplace bullying Categories Anxiety

Academic and professional Victimization and Depression

considerations humiliation

Violent behavior Threat to professional Negative feelings

standing

Unreasonable behavior Rudeness and intimidation Frustration

Derogatory acts Threat to personal reputation Sleep issues

Individuals Social alienation Job burnout

Work environment Excessive workload Exhaustion

Ill-treatment Imminent targets Absenteeism

Damage Lack of recognition Reduced task efficiency

Inferiority Observers Lower productivity

Defenselessness Unintended actions Lower employee values

Management literature Offenders Lesser employee satisfaction

Negative behaviors Implications Inferior innovation

Physical damage Position conflict Vague phenomenon

Definition of bullying Position uncertainty Lack of consensus

behavior

Bullying at work Work anxieties Negative workplace

behaviors

Conduct Insufficient decision-making Organizational life

power

Systematic malicious social Deleterious environment Rough and tumbling

act

Issues Organization effectiveness Organizational activities

Organizations Individual consequences

3
Background
The case discusses the significance of human resource management in ensuring a competitive
advantage for organizations. It emphasizes that employees' efforts are crucial for sustainable
competitive advantage, quality assurance, and overall organizational performance,
particularly in service organizations. Interpersonal communication with customers plays a
significant role in delivering quality customer service and influencing customer satisfaction.
A healthy workplace is essential for fostering a positive environment where employees can
work together to achieve a shared vision. However, workplace bullying negatively impacts
the organizational environment, leading to anxiety, depression, absenteeism, and high
turnover among employees. This, in turn, affects organizational practices and hinders the
development of insights and information necessary for delivering expected services to clients.
Despite these challenges, there is a substantial opportunity for growth and innovation in the
service sector. Organizations need to tap into this potential and stay competitive by fostering
a positive work environment and addressing issues related to workplace bullying to ensure
employee satisfaction and organizational success.

Options and Actions

To effectively address workplace bullying, organizations should implement and communicate
clear anti-bullying policies that define the behavior, outline consequences, and establish
reporting procedures. Training and awareness programs should be provided to all employees,
educating them about workplace bullying and promoting respectful communication.
Encouraging open communication and providing anonymous reporting channels create a safe
environment for reporting incidents. Thorough investigations of reported bullying cases must
be conducted, with appropriate disciplinary actions taken when necessary. Supporting targets
of bullying through counseling and mental health services is crucial. Leadership training for
managers emphasizes respectful leadership practices. A positive work culture that values
teamwork, respect, and open communication should be fostered, rewarding positive
behaviors. Regular feedback mechanisms and mediation processes address concerns and
disputes. Continuously reviewing organizational practices ensures factors contributing to
workplace bullying are identified and addressed. By implementing these strategies,
organizations can create a respectful and safe workplace that prevents and addresses
workplace bullying effectively.

4
Conclusion
The case study aimed to investigate patterns of workplace bullying in Bangladeshi
organizations. Workplace bullying involves negative and aggressive behaviors that cause
psychological, verbal, or physical harm to individuals, leading to lower self-esteem, negative
emotions, anxiety, stress, burnout, and depression. The study analyzed four different
organizations and found that the concrete definition of organizational bullying is yet to be
fully developed. Organizational suffering may interpret bullying behavior differently. It is
found that bullying behavior is not universal but depends on the organizational context and
practices. Addressing workplace bullying is essential for employee productivity, well-being,
and performance.

5
Question and Answers

● How workplace bullying embarrasses organizational progress?

Workplace bullying can significantly embarrass organizational progress in multiple ways. It
leads to reduced employee productivity due to increased stress and anxiety, impacting overall
efficiency and output. High turnover rates result from the toxic work environment, causing
employees to feel unsafe and unsupported, leading to a loss of valuable talent. Decreased
employee satisfaction affects morale and motivation, influencing the overall atmosphere and
culture negatively. Damaged organizational reputation, both internally and externally, arises
from the spread of word about the toxic environment, making it challenging to attract top
talent and customers. Interference with teamwork and collaboration occurs as targeted
employees withdraw, hindering innovation and problem-solving efforts. Absenteeism and
increased sick leaves result from the stress and toll of bullying. Ineffective decision-making
stems from a culture of fear and silence, where ideas and concerns go unexpressed.
Organizational conflict escalates due to bullying, disrupting harmony and progress.
Hindrance to organizational learning occurs as employees fear sharing experiences and
feedback. Moreover, impaired innovation and creativity arise as employees withhold new
ideas or take risks in such an environment.

● How service organizations manage workplace bullying by changing their

workplace behavior?
Service organizations can effectively manage and address workplace bullying by
implementing various strategies to change their workplace behavior. First and foremost,
establishing clear anti-bullying policies is essential. These policies should define workplace
bullying, outline the consequences for engaging in such behavior, and establish a reliable
reporting mechanism. Regular training sessions for all employees, including managers,
should be conducted to raise awareness about workplace bullying, its impact, and how to
prevent and address it. Encouraging open communication is crucial to foster a culture where
employees feel comfortable reporting incidents of bullying without fear of retaliation.
Additionally, service organizations should promptly and impartially investigate all reports of
workplace bullying and take appropriate disciplinary action when necessary. Supporting
targets of bullying is equally important, offering access to counseling or mental health
services to those who have experienced bullying. Leadership training for managers can

6
promote respectful and inclusive leadership practices, while promoting a positive work
culture that values teamwork, mutual respect, and open communication can contribute to a
healthier workplace. Regular feedback mechanisms, anonymous reporting systems, and
mediation and conflict resolution processes should be implemented to address issues
promptly. Lastly, organizations should regularly review their practices, workload distribution,
and management styles to identify and address factors contributing to workplace bullying. By
actively implementing these strategies, service organizations can create a positive and
respectful work environment, effectively managing and preventing workplace bullying, and
ultimately improving employee well-being, productivity, and organizational performance.

● How organizational leaders tackle workplace bullying?

Organizational leaders can tackle workplace bullying by establishing clear anti-bullying
policies, providing training and education to raise awareness, and leading by example through
respectful and inclusive behavior. They should encourage reporting of incidents and address
them promptly and impartially, while offering support and resources to affected employees.
Collaborating with HR, monitoring the work environment, and evaluating the effectiveness of
anti-bullying initiatives are crucial. Organizational leaders should foster a positive culture
that values teamwork, respect, and open communication, recognizing and rewarding positive
behaviors. Holding all employees accountable and promoting transparency in addressing
workplace bullying sends a strong message that such behavior will not be tolerated, creating a
healthy and respectful workplace for all.

● What are the implications of confronting workplace bullying with perceiving

organizational support in organizational practice?
Confronting workplace bullying with perceiving organizational support can yield various
positive implications in organizational practice. Employees are more likely to report incidents
of bullying when they feel the organization supports them, enabling prompt and effective
intervention. This, in turn, improves the well-being of targeted employees, as they experience
reduced negative emotional impacts and higher job satisfaction. Trust and loyalty towards the
organization grow as employees feel valued and appreciated, resulting in a positive
organizational culture. With diminished workplace bullying, employees can focus on their
tasks, leading to increased productivity. Additionally, organizations gain a reputation for
being ethical and caring, attracting top talent and reducing legal risks. Employee engagement
rises, contributing to long-term organizational sustainability and success. Overall, fostering a

7
supportive environment to confront workplace bullying enhances employee well-being,
loyalty, productivity, and organizational reputation.

● How does the anti-bullying campaign could take place in the organization to stop
bullying?
To stop workplace bullying, an effective anti-bullying campaign in the organization should
begin with strong leadership support and clear policies communicated to all employees.
Conduct training sessions to raise awareness about workplace bullying and prevention
strategies for both employees and managers. Encourage employees to report incidents
through a safe and confidential mechanism and ensure prompt investigation and appropriate
action. Offer support and resources to targets of bullying, promoting a culture of care and
well-being. Implement a visible and ongoing campaign throughout the organization,
recognizing and rewarding positive behaviors that foster a respectful work environment.
Continuously evaluate the campaign's effectiveness, involving employees in the process and
collaborating with HR. Sustain the campaign by integrating anti-bullying efforts into the
organization's culture, thus creating a safe and respectful workplace that prevents and
addresses workplace bullying effectively.