Heeman, V. (2007). Workplace Bullying: A Distinct, Interpersonal, and Communicative
Phenomenon. Paper presented at the meeting of the National Communication Association.
Bullying is the use of superior strength and influence to intimidate someone else. When the necessary precautionary actions are not strongly taken against bullying, the consequences are dreadful. In an attempt to further understand bullying behaviors and to curb its vile repercussions, researchers have delved into ways workers protect themselves from bullying in the workplace. These researchers have classified bullying as a ‘communication phenomenon’ that entails interpersonal behaviors of abuse. Bullying is sadly a learned behavior that usually stems from the home, finds …show more content…
More often than not, deleterious bullying behaviors are ignored and not given the rapt attention needed. The author, Vanessa Heeman did an excellent job in not only defining bullying but in also drawing the clear distinction between bullying and workplace civility. There are instances where a worker might occasionally misbehave and utter inappropriate words to a colleague while in an angry fit; this behavior would not be classified as ‘bullying’ but as workplace incivility. Though occasionally associated with each other, there is a distinguishable difference between bullying and workplace incivility; according to Tracey et al., a behavior is no longer classified as work place incivility if it occurs regularly over a long period. In order to deal with bullying, the behavior must first be identified and discouraged by meting out deterrent punishments that not only discourages the perpetrator from repeating the act, but strongly deters other colleagues as …show more content…
L. (2006). Towards effective work relationships. In J.M. H. Fritz & B. L. Omdahl
(Eds.), Problematic relationships in the workplace (pp. 279–297). New York: Peter Lang.
Like relationships in other settings, workplace relationships can turn rather sour and consequently problematic when not properly controlled. In ‘Towards Effective Relationships,’ the author, Becky L. Omadhal, proposes six principles to sustain an effective relationship between workers. The first principle is to ‘cultivate expectations for professional civility in the public sphere.’ One of the most effective ways to decrease tension in the workplace is to hold and establish logical and sound expectations of workers. For example, Supervisors, especially, are expected to remain fair and impartial when assigning tasks, promotions, attention and raises; Regardless of one’s religious or political affiliation, race, gender, age or disabilities, all workers are expected to equally treat and be treated with the utmost respect. There should be absolutely no room for any form of discrimination in the
Phenomenon. Paper presented at the meeting of the National Communication Association.
Bullying is the use of superior strength and influence to intimidate someone else. When the necessary precautionary actions are not strongly taken against bullying, the consequences are dreadful. In an attempt to further understand bullying behaviors and to curb its vile repercussions, researchers have delved into ways workers protect themselves from bullying in the workplace. These researchers have classified bullying as a ‘communication phenomenon’ that entails interpersonal behaviors of abuse. Bullying is sadly a learned behavior that usually stems from the home, finds …show more content…
More often than not, deleterious bullying behaviors are ignored and not given the rapt attention needed. The author, Vanessa Heeman did an excellent job in not only defining bullying but in also drawing the clear distinction between bullying and workplace civility. There are instances where a worker might occasionally misbehave and utter inappropriate words to a colleague while in an angry fit; this behavior would not be classified as ‘bullying’ but as workplace incivility. Though occasionally associated with each other, there is a distinguishable difference between bullying and workplace incivility; according to Tracey et al., a behavior is no longer classified as work place incivility if it occurs regularly over a long period. In order to deal with bullying, the behavior must first be identified and discouraged by meting out deterrent punishments that not only discourages the perpetrator from repeating the act, but strongly deters other colleagues as …show more content…
L. (2006). Towards effective work relationships. In J.M. H. Fritz & B. L. Omdahl
(Eds.), Problematic relationships in the workplace (pp. 279–297). New York: Peter Lang.
Like relationships in other settings, workplace relationships can turn rather sour and consequently problematic when not properly controlled. In ‘Towards Effective Relationships,’ the author, Becky L. Omadhal, proposes six principles to sustain an effective relationship between workers. The first principle is to ‘cultivate expectations for professional civility in the public sphere.’ One of the most effective ways to decrease tension in the workplace is to hold and establish logical and sound expectations of workers. For example, Supervisors, especially, are expected to remain fair and impartial when assigning tasks, promotions, attention and raises; Regardless of one’s religious or political affiliation, race, gender, age or disabilities, all workers are expected to equally treat and be treated with the utmost respect. There should be absolutely no room for any form of discrimination in the