This is true in many workplaces, but nursing is specifically mentioned in the article because it can be very brutal when it comes to how people treat one another on the job. Nearly 25% of workers are bullied on their jobs (Belsky, 2012)
(2006) indicates that a much more organizational perspective is needed when it comes to stopping bullying in nursing. In other words, it is not just about the bullies, specifically, but about the culture and design of the organization itself, and how it allows for bullying to continue to take place (Hutchinson, et al
48) Recent statistics note: Fifty-eight percent of bullies are female. (Namie, cited by Becker, 2005) Eighty-four percent of bullied employees are female (Becker, 2005) Bullies' Positions in the Workplace in response to the portion of survey question 5 seeking data regarding, "What position did the bully hold in the company in relation to the victim? [Can select more than one], totals of combined responses equal more than 100%, as a number of participants, as directed permissible in survey, selected more than one answer
The following table (2) reflects combinations of research methods, utilized in the mixed method of research, as reported by Creswell (2003, p. 211). Table 2: Mixed Methods Research (Creswell, 2003, p
About 2.400 employees, representing a sample of the entire Swedish working population, were interviewed (Leymann, 1992a, 1992c, 1992d)
Was there forewarning? Is the rule reasonable? 4. Was there an investigation and was it full and objective? Was there sufficient indication of guilt? Were similar cases handled similarly? Did the penalty fit the "crime"? (Lucero and Allen, 2006) Test 1: Forewarning Prior to disciplining an employee for bullying or other serious, potentially harmful behaviors, he/she must be appropriately informed as to what constitutes unacceptable behavior
This researcher relates the significance of presenting these maps during the final chapter of this research effort. Figure 1: Map Bangkok, Thailand - Distant View (Map Bangkok
Workplace Bullying "Do you bully people or have you done so in the past?" (Peyton, 2003, p
The article concludes that bullying is often an interaction between structures and processes from all three groupings." (Salin, 2003) The following table (1) reflects incidents of bullying noted by Tehrani (2004, p
" (Salin, 2003) The following table (1) reflects incidents of bullying noted by Tehrani (2004, p. 191) Table 1: Incidents of Bullying Behaviours (sic) Bullying behaviour All employees Men Women Unfair criticism Intimidation Unpleasant personal remarks Public humiliation Malicious gossip Being ignored Threats Ganging up Physical attack Hiding or taking personal property (Tehrani, 2004, p
Corporate structures that promote trust, participation, and dignity are transportable to the local, national, and global markets for peace." (Zollers and Callahan, 2003) APENDIX a Appendix a Workplace Bullying Questionnaire 1