Workplace Bullying Paper

Workplace bullying is a form of harassment that can disrupt the good order, moral, and productivity of an organization. To aid organizations the Title VII of the Civil Rights Act of 1964 was created. This law assists organizations with a guideline on how to identify workplace violence such as bullying and educate the leadership on how to deal with employees that fall victim to the violence and the individual that is accused of being a bully. Organization leadership must have training available to all employees from the top down to ensure it is well known and understood. Business operations run smooth when moral, respect, and individual civil rights are acknowledged and upheld. According to Taneja (2014) workplace bullying has escalated in a global scale to the point that it has passed sexual harassment, race, and age discrimination. This type of negative behavior can be “physical, verbal, or psychological intimidation” (Taneja, 2014). Due to certain stigmas people often do not admit or tell anyone what is going on. According to the Equal Employment Opportunity Commission (2016) the workplace environment must allow employees an avenue to present concerns without retaliation.
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It must present the key points of what it can do to an individual as the victim and what will happen to the suspect when caught. The training must represent a firm stance on it and that it will not be tolerated. Through-rough investigations must be completed in a timely fashion and swift judgement delivered to the suspect if warranted. The organization must also present a course of action for retaliation so that the victim is free from the bully and those that may sympathize with him or her. According to Taneja (2014) employers and employees are worried about workplace violence and this is a type of violence and it is suggested to have an open door