Brande, W. V., Baillien, E., Elst, T. V., & Witte, H. D. (2017). Exposure to Workplace Bullying: The Role of Coping Strategies in Dealing with Work Stressors. BioMed Research International, 1-12.
Bullying has become quite common in the workplace. Workplace Bullying refers to events where employees at the workplace are a victim of negative acts. These negative action can impact the work and personal life of employees. Employees may feel distressed. They might quit work or show lack of interest in the work. Workplace buying has significantly increased. Research studies suggest that workplace bullying has increased from three percent to fifteen percent. Workplace bullying is also linked to poor mental and health outcomes. Those who suffer from bullying suffer from stress, depression; they feel socially rejected and suffer from anxiety. Workplace bullying needs to stop to ensure that employees are working a healthy environment and their productivity is also enhanced. There are many re4asons why workplace bullying happens. Research studies subject that work stressors worsen bullying at workplace. When employees are stressed, they are overloaded, and they are working in an unhealthy environment, such stressors weaken the ability of employees to resist buying; as a result, they become victims to it and bullying triggers in the workplace environment. Employees at the workplace can use effective coping strategies to manage bullying and workplace stressors. Coping refers to the ability to deal with stressors such as bullying or the ability to manage emotions and feelings when employees are subject to work stressors. The article plays an important role in identifying how workplace buying takes place and what coping strategies to adapt to manage it. The article provides an important contribution to the research by suggesting factors that trigger bullying and how bullying can be managed (Brande, Baillien, Elst, & Witte, 2017).
Zabrodskaa, K., C. E., Zaeemdar, S., & Mudrak, J. (2016). Workplace bullying as sensemaking: An analysis of target and actor perspectives on initial hostile interactions. Culture and Organization, 136–157.
The articles define workplace bullying from the perspective of targets and actors. Targets are those employees who suffer from workplace bullying and are subject to hostile treatment. Actors refer to those employees who are involved in the process of bullying. They are the ones who bully others. The articles outline several weaknesses of past researches done in the field of bullying. The article tends to find a solution to fill out the weaknesses of past researches and to provide a clear reason why bullying happens and what causes it from the perspective of both actors and targets. Past researches do not provide a clear explanation why actors engage themselves in the process of bullying. Past researches have focused on bullying from target’s perspectives. Actors mistreat those targets that are presumed to be weak and lack power. Targets that lack the power to resist bullying suffer from bullying the most. The power differential is the main reason why actors humiliate targets in a workplace setting (Zabrodskaa, Constance, Zaeemdar, & Mudrak, 2016).
Hewett, R., Visockaite, A. L., & Roongrerngsuke, S. (2018). Bullying at Work: Cognitive Appraisal of Negative Acts, Coping, Wellbeing, and Performance. Journal of Occupational Health Psychology, 71-84.
Workplace buying is perceived differently by each employee who suffers from it. Employees have different reactions to workplace bullying. Employees that suffer from workplace bullying show lack of commitment, low performance, and burnout, absenteeism as outcomes or reactions to bullying. The article demonstrates that employees who feel that they are subject to bullying and negative actions show low levels of performance. Employees who do not perceive themselves as being victims of bullying show high levels of performance. Workplace bullying is detrimental to the well-being of employees. Employees who suffer from it are unable to focus on their work. Coping strategies and how employees [perceive bullying plays an integral role in minimising negative outcomes of bullying on employees. The article provides a valuable contribution to the research by suggesting how effective use of coping strategies and positive employee perception can minimise the impact of bullying and thus can improve employee performance levels. The article suggests ways of optimizing the performance of employees by suggesting the effective use of coping strategies and developing a positive perception towards bullying acts (Hewett, Visockaite, & Roongrerngsuke, 2018).
References
Brande, W. V., Baillien, E., Elst, T. V., & Witte, H. D. (2017). Exposure to Workplace Bullying: The Role of Coping Strategies in Dealing with Work Stressors. BioMed Research International, 1-12.
Hewett, R., Visockaite, A. L., & Roongrerngsuke, S. (2018). Bullying at Work: Cognitive Appraisal of Negative Acts, Coping, Wellbeing, and Performance. Journal of Occupational Health Psychology, 71-84.
Zabrodskaa, K., C. E., Zaeemdar, S., & Mudrak, J. (2016). Workplace bullying as sensemaking: An analysis of target and actor perspectives on initial hostile interactions. Culture and Organization, 136–157.
