Case Study – Bullying

 

Case Study – Bullying

Q1. People are often hesitant to file a complaint when they are bullied because it is sometimes difficult for them to explain the scenario due to the trauma from the terrible experience, hence bullying victims often suffer in silent.

Additionally, some people may not speak up because they are worried about the retaliation such as losing their job, no one believing their story, or no actions is made to resolve the problem.

Q2. It is possible for people who file complaints to be victimised beyond the original incident because of working under a bad and unsupportive management. As a result, the employer may target the person who filed the complaint with allegations of misconduct or poor performance rather than solving the complaint.

Organisations and individual managers can help people feel more comfortable in making a claim by emphasising to all employees that workplace bullying will not be tolerated, and early reporting of these behaviours is encouraged. It is important that organisations have an official procedure on where and who employees can speak to when they experience or witness workplace bullying. Additionally, the organisation should form an impartial committee that will take the complaint seriously and maintain its confidentiality.

By firstly developing a respectful workplace environment where voices at all levels are heard, this will encourage more individuals to speak up more and make a complaint when they feel they are bullied as they know that their complaint will be taken seriously.

Q3. Managers can build a culture of inclusivity, respect, and a place where people feel safe to speak up for themselves by:

1. Fostering a two-way dialogue between managers and employees. This will enable employees to speak up their concerns and managers to give constructive feedback.
2. Showing recognition and compliment employees for their work. This will make employees feel valued and appreciated and are more likely to be productive and engaged.
3. Managers emphasising the importance of complying with the organisations code of conduct and highlight the importance of fostering a culture of inclusivity and respect.

Written by Enda Larasati