Workplace Bullying and Victimisation on Productivity Impact

Workplace Bullying and victimization on Productivity Impact toil 1 BE commensurate TO UNDERSTAND HOW TO FORMULATE A RESEARCH SPECIFICATIONEvaluating how rick blusterous and victimisation layab stunned affect productivity. IntroductionAny effective and prospering business understands the magnificence of productivity in the pruneplace. Being robust fuel facilitate the firm accession and utilize the capacity of the human resources it has. most large companies obligate happy and healthy employees, which argon the basis of a achievementful organization.Customer BenefitProductivity in the turn tailplace leave behind often translate into good customer service and fundamental inter movement. This total customer experience is the call to satisfying customers and clients, and almost all super productive companies delectation this to gain customer loyalty. When a customer is loyal to your business, they pass on share their experience with others, which is a marketing ad vantage coming out of high directs of productivity.The CompanyThe employees themselves are an investment, and like any investment, they should yield a healthy or worthwhile return to the federation. Therefore, when employees are highly productive the company achieves its goals of investing in them in the first place. Productivity as well as helps to remind the employment finishing and boost morale, producing an even better company surround.The Work ForceMore often than non, when a firm is highly productive, it eventually becomes successful, and because of this, incentives are bound to be do purchas adequate to(p) to the employees. These imply pay remonstrates, bonuses, medical insurance and so on. This go away also motivate employees and gives them much job opportunities as the company grows. Productivity in the work is an authorized aspect of every company and when top fudgement understands this concept, success is just roughly the corner. However, if your company doesnt give you the incentive to increase productivity, you may want to start looking for a nonher job because the lifeblood of your company is caterpillar tread out.I gestate chosen this explore proposal because I have heard of cases of push around at work and it also happened to me in wizard of my previous roles. I believe its a topic that can be viewed from different positions and I have tried to tackle it as stovepipe as I could.In read for me to understand this seek I allow for be using different methods of evidence of primary move conducted by using the questionnaire methodology and including substitute(prenominal) selective in contriveation that will be derived from belles-lettres and other sources related to determent and victimisation.This search will be conducted in the Private sector specifically in the IT field.Literature followVarious literatures support the belief that bullying falls into one of quaternion multifariousnesss of demeanor verbal, non- verbal, material and subtle.Townend (2008) envisiond each of these to depict how they are reflected in practice. In recounting to verbal behaviours, the designer disciplineed that bullying would often top done the aggressor/bully making unpleasant, sarcastic comments, with the intention of humble the individual.The strongest verbal bullying behaviour refers to the deliberate andrepetitive exclusion of an individual from communication for example, asking all members in a team meeting for a contri exactlyion, except for the targeted individual. Non-verbal bullying behaviours were writinged to be initiated finished factors such as the avoidance of eye contact. Technological advancements have significantly impacted upon non-verbal bullying, with the electric potential to use emails, text messages and affable networking websites as a means of distri simplying abusive messages, and shape up excluding individuals. Physical bullying is fairly obvious, with the behaviour ofte n involving physical violence, such as striking the victim, or damaging their property. Regarding subtle bullying behaviours, Samnani (2013) defined these behaviours as negative acts which are not immediately obvious, but undermine the individual. This is often the most popular choice of bullying behaviour, with actions cosmos slack to interpretation, making it difficult to detect from a neutral perspective. elusive bullying behaviours entangle actions such as withholding central instruction, forbidding criticism, excessive supervision, universe assigned menial tasks, excessive workloads, gossiping and insults (Samnani, 2013) actions which finished and through and through not being immediately obvious, may not al shipway be perceived by victims as bullying.In defining workplace bullying, Einarsen et al (2011 22) put forward the definition that bullying at work revolves around harassing, offending, fondly excluding someone or negatively affecting someones work. In order fo r the label of bullying to be applied to a point activity, interaction or process it has to occur repeatedly and regularly over a period of time. Bullying is an escalated process in the course of which the person confronted ends up in an inferior position and becomes the target of systematic negative societal acts. Elaborating upon this, it is important to differentiate workplace bullying from workplace violence. The songer is in the main psychological and persistent, whilst the latter is primarily physical and irregular (Cooper-Thomas et al, 2013).Your literature survey has to incorporate both(prenominal) literature of the importance of productivity in a work setting and the do of bullying and victimisation.Purpose of the researchThis labor of this research is to examine workplace bullying from a theoretical perspective providing an insight into the prevalence of workplace bullying and how it might affect mental faculty and productivity and the implications and suggest eff ective ways organisations could use to tackle this phenomenon.The objectives that will be utilize to achieve that are as followTo assesses grammatical gender differences and ethnicity in a given work placeTo identify perceptions of work bullying and victimisationTo analyse implications of work bullying and victimisationTo reconcile the retort of organisations in cases of bullying.Rationale of the research In determining the intent to which workplace bullying can detrimentally impact an organisation, appropriate response is required. It is reported in the United Kingdom, that approximately scarcely 80% of organisations have anti-bullying policies in place (Harrington et al, 2013) thus, suggesting at that place is still a sizeable state allowing the issue to go uncompromised.This is not the case for all organisations, with data suggesting workplace bullying costs upwards of 2 million a year, and 18 million in lost working days, organisations understand the ingest for action ( CIPD, 2006). Bullying is typically a problem faced by military man Resource departments (HRM), and thus it is their role to be at the forefront, introducing eradicative methods. caravansary and Khan (2012) proposed quadruple key strategies that HR departments can implement in attempting to manage workplace bullying education and study, corporate responsibility, possession of the right machinery and support. The collaboration of these four items, variety show an organisations anti-bullying policy.Scope and confinements I believe my research sick is suitable for all employees and employers out there who deal with such situations where work bullying and victimization may occur. By reviewing some of the literature obtainable online and the questionnaire I have put together to see some substantive views from individuals who have experienced bullying a work, I hope to raise more awareness of this phenomenon prevalence.I expect this research to take up to 1 month in order to get the best of the resources that need to be analyzed and adjudge for optimal go outs.As a disadvantage, I would mention that if I would have more time to look into more cases of bullying I may get more results that would add help in enhancing my research.Ethical implications The implications and ethical issues involved in my research affects safety, engagement, productivity, trust, and the workplace subtlety. It poses the question to leaders, just how important is a healthy work culture to business and long-term success.Research methodologyThe method of primary research utilised a questionnaire methodology. However, fury was placed on asking circularise-ended questions, so to attain qualitative data. This focus was assigned, as I want to contract in-depth responses, outlining individual exposure to bullying.The sources utilise for this research task include questionnaires, books and earnings pages.ADD QUANTITATIVE AND QUALITATIVE INFO. ( information USED)ADD WEBSITE USED regis ter research proposalWord count 800/1000 words TASK 1 part 2 Provide an appropriate plan and procedures for the concur research specification (AC1.5)Provide an appropriate plan and procedures for the agreed research specificationHere, you need to set an action plan using the key objectives(see above) and your research methodology (e.g design questionnaire, do a survey, gather secondary education, arrange interview etc) of your research question of hypothesis. Research objectiveBy when Resources to be used (2.1)Milestones (when do you know this objective is achieved)Review dates (which is afterwards the by when to ensure that you have actually achieve the objective )How will you monitor this objective is being achieved? method of monitoringTo assesses gender differences and ethnicity in a given work place25/12/2016Books, internet information25/01/201703/02/2017To ensure that I have met my targetTo identify perceptions of work bullying and victimisation25/12/2016Books, internet in formation25/01/201703/02/2017To ensure that I have met my targetTo analyse implications of work bullying and victimisation25/12/2016Books, internet information25/01/201703/02/2017To ensure that I have met my targetTo determine the response of organisations in cases of bullying.25/12/2016Books, internet information25/01/201703/02/2017To ensure that I have met my targetTASK 2 BE ABLE TO accomplish THE RESEARCH PROJECT WITHIN AGREED PROCEDURES AND TO SPECIFICATION2.2 Undertake the proposed research investigation in accordance with the agreed specification and procedures.Primary data collectionThe primary research revolved around the acceptance of a questionnaire methodology. The purpose behind this research was to provide and source first-hand accounts from individuals that have been open to incidents of workplace bullying. Questions were formed with consideration being allocated to the items highlighted in the literature review. These include questions referencing how the responden t was bullied, by whom, whether it impacted upon their intention to leave the organisation, the short-term and long-term implications, and how the individual structured their response. Qualitative data was selected and in turn open ended questions posed, providing contexts, like one-to-one interviewing, that allow a participant to hold their beliefs, assumptions, desires and understandings (Horn, 2012, p103). The questionnaire was created using the Likert scale. This method was used instead of alternative methods, such as face-to-face interviews, as according to Dayan et al (2009) when responding to dainty questions, methodologies that reduce the level of question administration by human interviewers, such as online questionnaires, increase responses to sensitive ad hominem questions and yield more honest, candid answers. This belief is formalised as researchers suggest that without the presence of an interviewer, online questionnaires are able to attain high levels of personal disclosure and diminutions in responses being affected by social desirability. Online questionnaires also allow respondents to remain nameless. This is critical in two ways foremost batch are more willing to theoretically open up and disclose information if they emotional state free from further repercussions, and secondly, anonymity has been proven to reduce social anxiety and social durability when divulging information. For this methodology, the author elected to adopt a self-selective sample. This was selected as the author wanted to obtain responses from individuals that met the specific criteria of having experienced exposure to bullying first-hand, but in doing so placed no pressure on individuals to participate and divulge information.Although this is not high, emphasis was placed on quality rather than quantity. divert be more specific as to what you intend to proveAdvantages and disadvantages of the methodology usedAlthough this research question addresses an importa nt topic of discussion in literature, there are a number of limitations and benefits that can be associated towards the chosen methodology. As mentioned the method used is questionnaires, with open ended questions. In evaluating these, the methodologies will be discussed separately.Regarding the questionnaire, it can be recognize that this methodology is faced with the limitation of precisely having obtained a very small sample size in the form of n=4. The problem this inflicts in respect to the relevance of the data is that through the attainment of such a small sample, it raises questions regarding the generalisability of the results. Although the author hoped that this would not be the case, through the research conducted having very specific and sensitive criteria, in the form of having been bullied and willing to disclose their account, the author ac knowledged that the potentiality of an undergraduate conclusion and sourcing willing respondents would be slim. As such, in an attempt to counter this and muddle the most of the sample size obtained, the author sought to compensate the limitation through ensuring the responses were in-depth. The intention was to ask a magnitude of questions, which would result in the attainment of individual detailed accounts, addressing the various elements highlighted and discussed in the literature review.However, the rich data yielded by this small sample group offered important insights into the effects of bullying in the immediate and longer term, that now ensure further investigation through wider sampling.The benefits attached to this methodology, refer to the provision of sensitive and personal data. Dayan et al (2009) stated that online questionnaires have the strength of obtaining honest answers, as through the removal of question administration by human interviewers, participants are made to feel more comfortable in the relative anonymous environment of the internet. This in turn yields greater detailed and c andid answers as participants feel comfortable and free from judgement although the danger associated with online participation runs the jeopardy of whether the information disclosed is indeed factual, or ultimately a imperative persona towards the discussion.Secondary data used- sources from online websiteAdvantage and disadvantages of the methodology used2.3 Record and collate relevant data where appropriate.DEFINE ANOVA AND EXPLAIN THE IMPORTANCE OF development IT.ANOVAOne-way completely randomized Workplace bullying manfulMaleFemaleFemale122112222334444411115444464444711118222291111102222n10101010X2.3002.3002.2002.300s1.2521.2521.3171.337Xave2.275sourcedfSSMSFP-valuetreatments30.0750.0250.01500.9974error3659.9001.664total3959.975INTERPRET THE DATA AND WHAT YOU THINK OF THE DATA ANALYSIS MEHTOD USED-ANOVA2.Advantages and disadvantages you found for the data digest methods?Points to be considered forData analysis and interpretation (you can use at least 2 for advantage and 2 for disadvantage) qualitative and quantitative data analysis rendition transcripts coding techniques specialist software statistical tables comparison of variable trends forecasting.yard record and completed evidence of data collected Although this research question addresses an important topic of discussion in literature, there are a number of limitations and benefits that can be associated towards the chosen methodology. As mentioned the method used is questionnaire, including open ended questions. In evaluating these, the methodologies will be discussed separately.In quote to the questionnaire, it can be recognised that this methodology is faced with the limitation of exactly having obtained a very small sample size in the form of n=4. The problem this inflicts in respect to the relevance of the data is that through the attainment of such a small sample, it raises questions regarding the generalizability of the results. Although I hoped that this would not be the case, throu gh the research conducted having very specific and sensitive criteria, in the form of having been bullied and willing to disclose their account, I acknowledged that the potentiality of an undergraduate purpose and sourcing willing respondents would be slim. The intention was to ask a magnitude of questions, which would result in the attainment of individual detailed accounts, addressing the various elements highlighted and discussed in the literature review.However, the rich data yielded by this small sample group offered important insights into the effects of bullying in the immediate and longer term, that now warrant further investigation through wider sampling.The benefits attached to this methodology, refer to the provision of sensitive and personal data.Dayan et al (2009) stated that online questionnaires have the strength of obtaining honest answers, as through the removal of question administration by human interviewers, participants are made to feel more comfortable in the relative anonymous environment of the internet. This in turn yields greater detailed and candid answers as participants feel comfortable and free from judgement although the danger associated with online participation runs the risk of whether the information disclosed is indeed factual, or ultimately a positive contribution towards the discussion.D3 Justify the choice of data collection methods used for 2.3. wherefore did you use the collection methods that you chose? Evidence report.TASK 3 Be able to evaluate the research outcomes3.1 Use appropriate research evaluation techniques.How was the project planning?Explain how you met your aims and objectives from the proposal by stating each objective and let off on how you met this (please link to useful research).What were your research methods effective? How valid and bona fide were you findings? e.g. successes and failureWhat are the benefits of your research results? linked to the usefulness of the research.What were the difficul ties you encountered? e.g. people not willing to talk, time consuming, working on excel , not sufficiency literature review, not experienced with regards to research.Discuss about methods of data analysis used and why?Please add conclusion.Evidence a report on how you used the research evaluation techniques. Please demonstrate the use of the techniques with the aid of statistical or any other relevant tools. Please make sure that you are linking the above to your research.The purpose of this research has been to examine the prevalence of workplace bullying, whilst addressing the experiences of how people responded to their personal experiences of workplace bullying.1. Prevalence Considering the data obtained in evidence the questionnaire, it can be identify that of the population surveyed were categorize as exhibiting bullying behaviour owing to their responses, whilst some were classified as exhibiting victim behaviour. Referring back to literature findings regarding prevalence r ates, similarities can be recognised with the study conducted by Einarsen et al (2011), where empirical evidence suggested that around 5-10% of the European population had at some point been a victim of workplace bullying. Although, the actual rates differ to an extent, they do not drastically set supporting the overwhelming theme that workplace bullying remains a continuous and prominent issue in organisational culture. This is further supported through the basic comprehension of the questionnaire, with the four participants each accounting for how the bullying they had experienced had taken place, and the factors that facilitated its continuation. In seeking to generalise these findings however, difficulties would be faced as no unilaterally agreed prevalence rates could be established. The only conclusion that could be formalised was that the issue remained a threat to both individuals and organisations.2. Prosocial Recognition regarding the prominence of these behaviours brough t into focus the hypotheses, particularly hypothesis one that a negative relationship existed between the variables of prosocial behaviour and bullying behaviour. In relation to the response obtained from the questionnaire and the subsequent ANOVA analysis, it could be identified that this hypothesis was proven, with the relational significance being obtained. Comprehension of this analysis, in reference to the research question, would seem to suggest that the adoption and implementation of prosocial behaviour directly correlates with a reduction in bullying behaviour.Based upon this finding, it can be suggested that the concept of a culture that promotes prosocial behaviour would be an intellectual move, and one that would be likely to obtain success in diminishing the incidence and effects of workplace bullying. Relating these findings to the literature review, it can be met with support, with Griese (2013) speaking of it as possessing the potential to be utilised as a resilien ce tactic. By this, the author suggested that prosocial behaviour would reduce incidence of bullying, as the aim is to assist others and to attain social needs something that would be severely hampered by acts of bullying. In respect to what has been identified thus far, the statistical evidence would seem to support the suggestion, as it shows firstly that bullying remains apredominant issue, and secondly the importance prosocial behaviours can play in eliminating workplace bullying.In applying these findings to the questionnaire, it can be acknowledged that the evidence gathered from the qualitative data supports the creation of a prosocial culture. The interviews conducted with participants via questionnaires, for example, highlighted that in many cases, failure to create prosocial behaviours and positive leadership from management was instrumental in allowing bullying to occur, and in some cases actually led to it being instigated by those in management. This in turn had an eff ect upon other people within the organisation, with bullying escalating from one-on-one to the creation of a climate of bullying where people felt compromised in their position. The perceived vulnerability that this inflicted upon workers, and in particular victims, reduced their ability to report their experience, as the appearance of bullying as an organisational wide issue resulted in the feeling that their claims would not be listened to suggesting all nothing would change, or the risk that the issue would potentially even intensify.This has important implications for both the organisation and management, with the recognisableneed for planning to be put into place, setting behavioural boundaries and guidelines that promote the implementation of prosocial behaviour as a form of organisational strategy. The adoption of such training would have to extend itself towards raising awareness amongst workers, regarding the mechanisms available to them to report any grievances. This wou ld be an integral component of the training programme, as in both the literature review and qualitative questionnaire, the findings outline a common perception held by victims, that there is either a experience of non-existent, or limited knowledge of the mechanisms available.Referring to the implications identified, in particular the need for training programmes to promote prosocial behaviour and counter the wider spectrum of workplace bullying, Branch et al (2012) expand upon existing literature to provide support. The authors (2012) claimed organizational training designed to make grow employees about bullying behaviours, the nature of its influence andequipping them with skills to address incidence of bullying, had been found to incur long-term, positive benefits, with improvements in attitudes, knowledge and behaviour. In particular, emphasis would be placed on equality training amongst management. This is important as reflection of the qualitative data highlighted that parti cipant one had been victimised whilst on pregnancy leave, with a job offer being sent by management as a subtle technique of pushing her towards the exit. par of opportunity would not do this, but it does depict the necessity for organisations as a whole to create a culture, whereby managers are not adequate of displaying such negative acts. What the collaboration of the data shows is that whilst it does occur, it is important the organisation itself implements training for managers, to create a line to be answered by management/organisation.The creation and implementation of the prosocial culture will helporganisations raise awareness and possess knowledge regarding how workplace bullying takes place, so that it can be identified efficiently and appropriately handled if an incident were to occur.Further support for the creation of a prosocial culture originates from the qualitative data. Participants claimed during their negative experiences, other employees had approached them and shared that they had noticed what was going on, but did nothing about it out of fear of being personally targeted. This outlines the importance for the creation of a prosocial culture, as the concept of looking out for the social welfare of others and promoting positive behaviour would enable employees to acknowledge the sense of duty to report any acts which pose a threat to the elected culture.3. Reporting and long-term effects Examination of the qualitative data identified that none of the four participants reported their experience, citing that neither felt comfortable doing so. The participants highlighted the cause for this as being a lack