BULLYING IN THE WORKPLACE 2
Bullying in the Workplace
Bullying in the workplace is not a novel issue and neither is it new. This is a prevalent
practice that is entrenched within the employment setting and has been recognized by experts as
a significant issue that affects productivity, employee physical and emotional health in addition
to other adverse financial implications that result out of the same. An evaluation on the impact of
bullying within the workplace indicates that there are significant shared common aspects that
result. To start with, bullying ends up creating a direct adverse effect on the performance and
level of productivity of the employee affected. The process of mistreatment and maltreatment
which is a prevalent practice associated with bullying affects the social, physical and
psychological inclination of an individual towards performance in the workplace (Ferrell,
Fraedrich & Ferrell, 2015). Consequently, they end up exuding low levels of morale and
consequently, a similar effect in the output of this employee.
Perhaps most important is the influence that this psychological impact ends up having on
the employee’s physical and emotional health. A typical practice of bullying is characterized
with verbal attacks, scolding, hostile glares, false accusations, sabotage and other practices that
end up hurting an individual psychologically and effecting their ability to lead a normal and
typical lifestyle in the workplace. In addition, bullying has been known to escalate into levels
where there are physical encounters and in such a case, the impact would not be just on the
psychological end, but also in physical injury (McDonald, Brown & Smith, 2015). In both cases,
the impact on the state of the affected employee is so adverse that there is need for an approach
of restitution to be instituted. Effectively, this would involve adopting legal measures of redress
as a way of remedy for the victim.
