Workplace Bullying

This work examines the nature of workplace bullyingand its possible origins in the context oforganisational cultures. Consideration is given tothe problems created for legislators employers andemployees alike by the absence of a precise andsuccinct definition that promotes consistency insteadof the plethora of perceptions currently in use. The importance of distinguishing between types andreasons for bullying relationships is emphasised asrecognition of such differences is essential for the effectiveness of any anti-bullying policy. A study with two Colleges of Education suggests a possible relationship between the perceived level of management understanding of the respondent's workload and the effectiveness of the institution's anti-bullying procedures possibly reflecting the working cultures of distinct occupational groups. A proactive recruiting policy is outlined while the intention of prominent reactive procedures is to rapidly address and fairly resolve bullying allegations. This book will be of interest to human resource departments and others responsible for developing procedures to minimise this insidious workplace hazard.