Harassment in the workplace has become of interest to scientists, professionals and managers due to the emergence of dysfunctional internal organizational conflicts and their negative effects on employees in the workplace. It hinders organizational dynamics such as group cohesion, peer communication, and overall performance. The researchers argue that employers need to be aware while dealing with a variety of inconsistent behaviors, such as workplace bullying, that come at a financial cost to the organization and also undermine the company’s human resources.
A single act does not constitute abusive behavior, unless it is serious and egregious. The target of repeated negative behavior may find it difficult to defend himself, even if it is not a conflict between two people of equal strength.
We believe organizations are in a better position to deal with alleged violations when an employee is accused of harassing another employee. A bully in the workplace misuses his power & influence to hide his abusive actions from bosses who control his performance.
The lack of follow-up, punishment, and corrective action leads to an organizational culture that supports and tolerates bullying. We believe that bullying provides a starting point to give superiors and staff adequate guidance on what is feasible and to provide perpetrators with sufficient clarity as to why their behavior is unacceptable. To prevent workplace bullying, organisation must develop such policies and strategies that deters and eradicate counter bullying behavior.
Harassment in a toxic workplace can often make you feel like you’re at fault. If harassment of any kind occurs in your workplace, there are steps you can take to address it. In addition, it is important to note that workplace harassment is a bad business practice that can have a serious impact on employees and therefore the bottom line of a company. Workplace harassment can be harmful to individuals and costly to the organization. If workplace harassment or abuse requires legal action, follow your attorney’s advice.
Creating a positive and healthy work culture is a good place to prevent harassment in organizations. A positive work culture has been shown to reduce absenteeism, improve employee well-being, performance and retention, and lead to lower costs. Work to identify and eliminate harassment through transparent political enforcement and work to build your corporate culture of teamwork and acceptance.
Workplace culture influences every aspect of the business, from the day-to-day running of the organization to profits. Harassment affects employee morale, where employees are treated equally and are rewarded for their valuable contribution to the success of the organization. A positive workplace culture takes all complaints of harassment and bullying more seriously and addresses them in a way that sets an example for such challenges.
A stable work culture is ideal, but many workplaces have disjointed and dictatorial cultures. These cultures threaten the stability of the organization and also provide a space to motivate bullying. Harassment of bosses are encouraged as a means of promotion within the company.
If these issues become the norm in the office environment, this is terrible news for employees and the future of your company. High staff turnover, low morale, and lost productivity can damage not only the reputation of your employees, but also that of your company as a whole.
To create a healthy work environment, arts and cultural organizations must implement strong and comprehensive policies that include sections that address discrimination, harassment, and bullying of all kinds. If possible, seek the advice of those who know and understand the area to ensure that organizations have established clear and unambiguous guidelines on what constitutes acceptable and unacceptable behavior at work. Remember that the role of your organization’s human resources department is to implement company policy and not to endorse employee complaints.
Today, experts consider that harassment is an occupational risk for the culture of any organization. Many professionals view bullying simply as an extension of a pervasive organizational culture that seeks to facilitate, rather than deny, disruptive behavior.
