Case+Incident+2 Chapter+7+Case BUSA333

Faculty of Business and Economics
Department of Business Administration and Marketing
First Semester 2019/2020
BUSA333 Organizational Behavior
Case Chapter 7
Submission Date: 28/1/2020
Student ID #: 1150169
Student Name: Izzat Hamdan
Instructor: Mr. Omar Omran

Case Incident 2
Bullying Bosses
“It got to where I was twitching, literally, on the way into work,” states Carrie Clark, a 52-year-
old retired teacher and administrator. After enduring 10 months of repeated insults and
mistreatment from her supervisor, she finally quit her job. “I had to take care of my health.”
Though many individuals recall bullies from their elementary school days, some are realizing
that bullies can exist in the workplace as well. And these bullies do not just pick on the
weakest in the group; rather, any subordinate in their path may fall prey to their torment,
according to Dr. Gary Namie, director of the Workplace Bullying and Trauma Institute. Dr.
Namie further says workplace bullies are not limited to men—women are at least as likely to be
bullies. However, gender discrepancies are found in victims of bullying, as women are more
likely to be targets.
What motivates a boss to be a bully? Dr. Harvey Hornstein, a retired professor from Teachers
College at Columbia University, suggests that supervisors may use bullying as a means to
subdue a subordinate that poses a threat to the supervisor’s status. Additionally, supervisors
may bully individuals to vent frustrations. Many times, however, the sheer desire to wield
power may be the primary reason for bullying.
What is the impact of bullying on employee motivation and behavior? Surprisingly, even
though victims of workplace bullies may feel less motivated to go to work every day, it does not
appear that they discontinue performing their required job duties. However, it does appear that
victims of bullies are less motivated to perform extra-role or citizenship behaviors. Helping
others, speaking positively about the organization, and going beyond the call of duty are
behaviors that are reduced as a result of bullying. According to Dr. Bennett Tepper of the
University of North Carolina, fear may be the reason that many workers continue to perform
their job duties. And not all individuals reduce their citizenship behaviors. Some continue to
engage in extra-role behaviors to make themselves look better than their colleagues.
What should you do if your boss is bullying you? Don’t necessarily expect help from coworkers.
As Emelise Aleandri, an actress and producer from New York who left her job after being
bullied, stated, “Some people were afraid to do anything. But others didn’t mind what was
happening at all, because they wanted my job.” Moreover, according to Dr. Michelle Duffy of
the University of Kentucky, coworkers often blame victims of bullying in order to resolve their
guilt. “They do this by wondering whether maybe the person deserved the treatment, that he or
she has been annoying, or lazy, they did something to earn it,” states Dr. Duffy. One example
of an employee who observed this phenomenon firsthand is Sherry Hamby, who was frequently
verbally abused by her boss and then eventually fired. She stated, “This was a man who
insulted me, who insulted my family, who would lay into me while everyone else in the office
just sat there and let it happen. The people in my office eventually started blaming me.”
What can a bullied employee do? Dr. Hornstein suggests that employees try to ignore the
insults and respond only to the substance of the bully’s gripe. “Stick with the substance, not
the process, and often it won’t escalate,” he states. Of course that is easier said than done.
Questions
1. Of the three types of organizational justice, which one does workplace bullying most closely
resemble?
The type of organizational justice is Interactional Justice.
2. What aspects of motivation might workplace bullying reduce? For example, are there likely
to be effects on an employee’s self-efficacy? If so, what might those effects be?
Victims may feel less motivated to go to work BUT they don’t discontinue performing
their required job duties so they less motivated when performing extra-role or citizenship
behaviors, speaking positively about the organization, helping others and going beyond
the call of duty.
The second part of question, the employee’s self-efficacy affected by quantity of work is
reduced, quality of work is reduced and interaction with others become limited.
3. If you were a victim of workplace bullying, what steps would you take to try to reduce its
occurrence? What strategies would be most effective? What strategies might be
ineffective? What would you do if one of your colleagues was a victim of an abusive
supervisor?
I will do these effective strategies in order to consistent with the current state of bullying.
The effective strategies like get support from your peers or Union representatives, remain
in association to have the option to escape that circumstance, Get proof as report or
witnesses of the incident like legal and medical evidence.
The ineffective evidence like leave the company to escape bullying, collecting evidence
that is not useful or outside the scope of the cause, and in an illegal way, failure to obtain
support from colleagues or insufficient number of witnesses and get advice from people
or organizations unsuitable for this condition.
If my colleague is exposed to this situation I will do this steps like advise him about the
effective strategies like take proper evidence, also advice him to take witnesses and go to
the relevant institutions to give him all the necessary assistance and try to get support.
4. What factors do you believe contribute to workplace bullying? Are bullies a product of the
situation, or are they flawed personalities? What situations and what personality factors
might contribute to the presence of bullies?
There are many factors that can be a reason for bulling. The first factor is self-esteem,
researchers believe that one of the reasons people bully is because of its weak confidence
and the imposition of self-respect and competence, and that is a problem that bullies
should go to those with expertise to solve. Also, the most important factor is different
employee in organizational culture where the individual becomes vulnerable to bullying
from one or several individuals, as this also depends on the culture and value of the
institution, as there are many surrounding factors that help in the presence of bullying.
Finally, the desire of bullies to impose their strength or sense of danger from the
individual or group present because of the risk that the individual is present on the
interests of the bully so that it becomes a threat to them in that company or their
difference of views between them.

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Faculty of Business and Economics

Department of Business Administration and Marketing

First Semester 2019/2020

BUSA333 Organizational Behavior

Submission Date: 28/1/2020

Student Name: Izzat Hamdan

Instructor: Mr. Omar Omran

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