This researcher obtained a majority of the relevant, scholarly research through Questia, which advertises itself as the world's largest online library.
During the third chapter of this research effort, the methodology segment, this researcher relates techniques utilized in the Literature esearch Methodology to manipulate information which later contributed to the verdict of the hypothesis for this study. Information related to implementing and retrieving the bullying questionnaire is shared during the second part of this chapter.

This researcher relates findings retrieved from analyzing information/data accumulated during the literature review, along with data collected from the bullying questionnaire in the fourth chapter of the study.

A number of relevant figures and tables are also presented in chapter four.

During the final chapter, findings from the analyses are discussed. This researcher also presents conclusions regarding the validity of the hypothesis for research project. This researcher also reflects upon this research project's aim and objectives, initially presented…...

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References

Becker, Katrin. (2005, March 17). "Some Information on Workplace Bullying." Retrieved November 5, 2007, at  http://www.minkhollow.ca/bullying.html 

Boucaut, R. (2003). 7 Workplace Bullying. In Handbook of Conflict Management, Pammer, W.J. & Killian, J. (Eds.) (pp. 149-168). New York: Marcel Dekker. Retrieved November 10, 2007, from Questia database:  http://www.questia.com/PM.qst?a=o&d=109113302 

Chapell, M., Casey, D., De La Cruz, C., Ferrell, J., Forman, J., Lipkin, R., et al. (2004). Bullying in College by Students and Teachers. Adolescence, 39(153), 53+. Retrieved November 5, 2007, from Questia database:  http://www.questia.com/PM.qst?a=o&d=5006551553 

The Columbia World of Quotations (1996). New York: Columbia University Press. Retrieved November 14, 2007 from: www.bartleby.com/66/

ayner, C. & Hoel, H. (1997) A summary review of literature relating to workplace bullying. Journal of Community and Applied Social Psychology. 7 (3) 181-191.
Qualitative

Overview of literature on workplace bullying

To gather the English-language research together and summarize it. The authors note that while there has been significant research on the subject of bullying in schools, there has been much less on the subject of adult bullying. They note that there are problems with the definition of bullying as applied to this context, which leaves room for a lot of study, but also poses challenges in tying the different forms of bullying together.

Overarching research question or theory: The authors are seeking to put the different research on the subject in one place so that they can better understand the definition of workplace bullying, the scope of the research that has been done on both its forms and its consequences. They note…...

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References

Kivimaki, M., Virtanen, M., Vartia, M., Elovainio, M., Vahtera, J. & Jarvinen, L. (2003). Workplace bullying and the risk of cardiovascular disease and depression. Occupational Environment Journal. 60 (2003) 779-783.

Quine, L. (1999) Workplace bullying in NHS community trust: Staff questionnaire survey. BMJ 318 (1999) 228-232.

Rayner, C. & Hoel, H. (1997) A summary review of literature relating to workplace bullying. Journal of Community and Applied Social Psychology. 7 (3) 181-191.

Salin, D. (2003) Ways of explaining workplace bullying: A review of enabling, motivating and precipitating structures and processes in the work environment. Human Relations. 56 (10) 1213-1232.

Bullying in Nursing: Issues and Trends
When people grow up, get out of school, and move into careers, they may feel they have left bullying behind them. Unfortunately, that is often not the case. Bullies exist all throughout life, and are often found in workplaces around the country and the world. There will always be people who feel they can manipulate and control others, by tearing them down and making them feel bad about themselves. One of the professions in which this is often seen is nursing. In such a fast-paced, patient-centered environment, one would think that it would be vital for everyone to work together. That should be the case, but there are some who feel the need to be in charge or make themselves appear important. These people are bullies in the nursing profession, and they must be stopped in order to ensure that nurses are treated fairly and…...

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References

American Nurses Association (2014). Bullying and workplace violence. Nursing World. Retrieved from  http://www.nursingworld.org/Bullying-Workplace-Violence .

Belsky, G. (2012). Workplace bullying: The problem -- and its costs -- are worse than we thought. Time. Retrieved from  http://business.time.com/2012/07/12/workplace-bullying-the-problem-and-its-costs-are-worse-than-we-thought/ .

Hutchinson, M., Vickers, M., Jackson, D., & Wilkes, L. (2006). Workplace bullying in nursing: Towards a more critical organisational perspective. Nursing Inquiry, 13(2), 118-126.

Workplace Issues - Bullying Introduction
The effect bullying has on nurses at work has been well documented. Various research articles have suggested a number of strategies that could be implemented so as to rein in this destructive behavior. This text concerned itself with the impact of workplace bullying in a nursing environment and the approaches that have been highlighted to end the same. In so doing, the text will assess and evaluate two articles on the same topic, i.e. Psychological Distress and Workplace Bullying among Registered Nurses by Berry, Gillespie, Fisher, Gormley, and Haynes; and Countering Unprofessional Behaviors among Nurses in the Workplace by Filipova.
Discussion
The cost of bullying at the organizational level is immense. This is more so the case on the financial, personnel, patient care, and reputational fronts. As Berry, Gillespie, Fisher, Gormley, and Haynes (2016) point out, registered nurses often find themselves working in difficult environments as a consequence of…...

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References

Berry, P. A., Gillespie, G. L., Fisher, B. S., Gormley, D., & Haynes, J. T. (2016). Psychological Distress and Workplace Bullying Among Registered Nurses. Online Journal of Issues in Nursing, 21(3), 4.

Filipova, A. A. (2018). Countering Unprofessional Behaviors among Nurses in the Workplace. JONA: The Journal of Nursing Administration, 48(10), 487-494.

Huntington, A., Gilmour, J., Tuckett, A., Neville, S., Wilson, D. & Turner, C. (2011). Is Anybody Listening? A Qualitative Study of Nurses’ Reflections on Practice. Journal of Clinical Nursing; 20(9), 1413-1422.

Article Critique of ‘Workplace Bullying in the OR’ Problem & Purpose
In this article, the statement of the problem concerns issues of workplace bullying and has looked at two medical centers. Hence, the purpose of this article is to describe workplace bullying by looking at the people it affects who are perioperative RNs, surgical technologists, and unlicensed perioperative personnel. Therefore, the purpose of the article was to determine whether demographic variables such as years of experience, age, and gender among others were things that predicted workplace bullying. From this, that the problem statement and purpose of the article are well defined, clear and precise for the reader to identify. The researchers have defined the project appropriately regarding both scope and depth, which culminates in a well-researched work. Workplace bullying is a current issue that continues to affect healthcare providers and organizations (Robson, 2011). Therefore, research conducted by other scholars has shown how…...

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References

Ali, Z., & Bhaskar, S. B. (2016). Basic statistical tools in research and data analysis. Indian Journal of Anaesthesia, 60(9), 662.

Chipps, E., Stelmaschuk, S., Albert, N. M., Bernhard, L., & Holloman, C. (2013). Workplace bullying in the OR: Results of a descriptive study. AORN Journal, 98(5), 479-493.

Robson, C. (2011). Real world research (3rd Ed.). Oxford, England: Blackwell.

Saunders, M. K., & Rojon, C. (2011). On the attributes of a critical literature review. Coaching: An International Journal of Theory, Research, and Practice, 4(2), 156-162.

Saunders, M. N., & Lewis, P. (2012). Doing your research project. Harlow, England: FT Prentice Hall.

When most people think of bullying, they conceptualize schoolyard toughs terrorizing their helpless, weaker peers just as they have done for centuries. The harsh reality today, though, is that bullying is also pervasive in the American workplace today. The purpose of this paper is to provide a review and summary of Weidmer’s (2010) journal article concerning workplace bullying and its impact on both the victims and their organizations together with an applicable scenario based on personal experiences, including representative bullying practices. Finally, recommendations concerning strategies that management should implement to reduce the prevalence of workplace bullying are followed by a summary of the research and key findings concerning these issues in the conclusion.
While nearly three-quarters (72%) of all workplace bullying is perpetrated by individuals in positions of authority, and a majority (60%) are male, anyone can be a workplace bully or victim (Weidmer, 2010). In addition, minority members and LGBTQ…...

Workplace Bullying
Bullying is not limited to the halls of higher learning as we have come to expect. Unfortunately, workplace bullying is a very real phenomenon in workplaces and worksites across the globe. This paper will focus on the issue of workplace bullying that can lead to violence as well as strategies to help negate bullying and manage it in the work environment.

Bullying is a form of aggression which can manifest in both subtle and overtly aggressive ways. Workplace Bullying.org identifies several forms of bullying that may lead to violence in the workplace including:

Spreading malicious rumors, gossip, or innuendo that is not true

Undermining or deliberately impeding a person's work

Withholding necessary information or purposefully giving the wrong information

Making jokes that are 'obviously offensive' by spoken word or e-mail

Intruding on a person's privacy by pestering, spying or stalking

Criticizing a person persistently or constantly

Blocking applications for training, leave or promotion

It is important to point…...

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References

Adams, A., & Crawford, N. (1992). Bullying at work: how to confront and overcome it. London: Virago.

Chappell, D., & Martino, V. (2000). Violence at work (2nd ed.). Geneva: International Labour Office.

Workplace Bullying: Psychological Violence? | WBI. (n.d.). Workplace Bullying Institute. Retrieved November 11, 2011, from  http://www.workplacebullying.org/2009/05/04/workplace-bullying-psychological-violence/

Workplace Dilemma
The Experience

Most of us have experienced a few common workplace dilemmas in our careers. I work for a Defense Contractor in the IT security field, and I state that my experience is no different. These dilemmas can range from personal value dilemmas to substantial dilemmas, such as legal issues. Most of these internal conflicts center on issues such as office gossip, negativity, or bullying. Ones that are more serious involve violence or sexual assault. In my experience, I have seen colleagues experience some of these dilemmas, and they have affected their careers very much. However, in this discussion I would like to focus on a specific dilemma that few speak about but that many think about daily: the boss who sabotages your career.

This dilemma simply means that even though a boss may not appear to be "out to get you," so to speak, he or she may do things…...

Practice & Critical Thinking
Harassment & Bullying in the Workplace

Many people are familiar with bullying in schools and other places where children and young adults spend time, but workplaces are becoming increasingly toxic places where bullies feel they can harass and intimidate other workers (Barnes, 2012). Now that bullying problems have begun to take place in the workplace so frequently, the issue is coming to light and more must be done about it. A recent bullying situation took place at my workplace, but I was not the one being bullied. Unfortunately, the person on the receiving end of the bullying is not good at standing up for herself, so she gets bullied quite a bit. She is overweight, which contributes to the jokes and giggles that happen around her. She is a very kind and generous person, though, and it is a shame the other workers fail to see that.…...

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References

Barnes, Patricia G. (2012), "Surviving Bullies, Queen Bees & Psychopaths in the Workplace." NY: Patricia G. Barnes.

Bell, Arthur H. (2005). You Can't Talk to Me That Way: Stopping Toxic Language in the Workplace. NY: Career Press -- New Page Books.

Field, E.M. (2010). Bully Blocking at Work: A Self-Help Guide for Employees and Managers. AU: Australian Academic Press.

Hornstein, Harvey A. (1996). Brutal Bosses and their Prey: How to Identify and Overcome Abuse in the Workplace. NY: Riverhead Trade.

Systemic Psychodynamic Coaching in the Workplace:
Workplace coaching is a term that refers to the process of equipping people in the working environment with necessary tools, opportunities, and knowledge for total development in order to enhance their effectiveness from an individual, organizational, and work perspective. Workplace coaching has emerged as a major concept in modern organizations since leaders, researchers, and organizations have identified it as a crucial competency in leadership and management (Cacioppe, n.d.). The increase in this practice has also been attributed to the fact that employees continue to request for coaching. As an important competency in leadership and management, workplace coaching has assumed different perspectives and approaches because of the existence of various coaching models such as Systemic Psychodynamic Coaching model.

The Concept of Workplace Coaching:

As previously mentioned, the concept of workplace coaching can be defined as the knowledge, skills, and processes through which people engage themselves in making the…...

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References:

Azmatullah, S. (2013). The coach's mind manual: enhancing coaching practice with neuroscience, psychology and mindfulness. New York, NY: Routledge

Beck, U.C. (2011). Psychodynamic coaching: focus and depth. Great Britain: The Studio

Publishing Services Ltd.

Cacioppe, R. (n.d.). Why Workplace Coaching and Why Now? Retrieved May 19, 2014, from http://www.integral.org.au/why-coaching-in-the-workplace-and-why-now

Bullying and Conflict in Relation to Learning About Gender and Other Forms of Equity
One of the harsh realities of life in the United States is the potential for bullying behaviors to adversely affect the learning environment for young victims, transforming the school environment from a place of learning into one that is dreaded and feared. Moreover, bullying behaviors can have a profound effect on the manner in which young people are socialized concerning gender roles as well as their perspectives concerning equity later in life. To determine the facts about these issues, this paper provides a review of the literature to develop a discussion concerning the issues of bullying and conflict in relation to learning about gender and other forms of equity and the implications these have for students and teachers. Finally, following this discussion, a summary of the research and important findings concerning these issues are presented in the…...

InterviewIntroductionThe issue of workplace bullying is an area of concern across various sectors, including government institutions. Employees who identify as Christian may experience bullying due to religious stereotyping, leading to negative effects on their mental health and job performance (Einarsen et al., 2011; Einarsen et al., 2020). Bullying over religious beliefs can lead to burnout (Eriksson et al., 2009). It can be stressful for those who are on the receiving end of it or who have to witness it (Hauge et al., 2010; McCarthy, 2002). However, it is important that employees feel safe in their workplaces (Burke, 2016). People who are serious about their religious beliefs at work may feel that they are stigmatized by others (Thomson, 2016). Thus, it is a challenge in the government workplace to make sure that workplace bullying is addressed and that awareness of this problem is raised (Cantone, 2011; LaVan & Martin, 2021). This…...

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ReferencesBurke, R. J. (2016). Building a safe and healthy workplace. In Occupational health and safety (pp. 25-68). Routledge.Cantone, J. A. (2011). Religion at work: Evaluating hostile work environment religious discrimination claims. The University of Nebraska-Lincoln.DiCicco?Bloom, B., & Crabtree, B. F. (2006). The qualitative research interview. Medical Education, 40(4), 314-321.Einarsen, S., Hoel, H., Zapf, D., & Cooper, C. L. (2011). Bullying and Harassment in the Workplace: Developments in Theory, Research, and Practice (3rd ed.). CRC Press.Einarsen, S., Hoel, H., Zapf, D., & Cooper, C. L. (2020). The concept of bullying and harassment at work: The European tradition. Bullying and Harassment in the Workplace: Developments in Theory, Research, and Practice, 2, 3-40.Eriksson, C. B., Bjorck, J. P., Larson, L. C., Walling, S. M., Trice, G. A., Fawcett, J., ... & Foy, D. W. (2009). Social support, organisational support, and religious support in relation to burnout in expatriate humanitarian aid workers. Mental Health, Religion and Culture, 12(7), 671-686. Hauge, L. J., Skogstad, A., & Einarsen, S. (2010). The relative impact of workplace bullying as a social stressor at work. Scandinavian journal of psychology, 51(5), 426-433.LaVan, H., & Martin, W. M. (2021). Ethical challenges in workplace bullying and harassment: Creating ethical awareness and sensitivity. Concepts, Approaches and Methods, 163-193.McCarthy, P. (2002). Bullying at work: A postmodern experience. In Bullying and emotional abuse in the workplace (pp. 249-262). CRC Press.Thomson, S. B. (2016). Religion and organizational stigma at work. Springer.

Workplace
Landy and Conte (2013) note the fairness is understood as a component of exchange between two or more parties. The fairness reflects some form of equity, but the authors note that there are a few different perspectives against which fairness can be evaluated. The first of these is distributive fairness. This concept reflects a fairness of outcomes. This principle can come in a pure form, like in Cuba where everybody earns the same wage, but more often it comes with some sort of caveat, like "equal pay for equal work." There are different norms to describe distributive justice. These can be merit (the equal pay for equal work) norm and the need norm (to each according to his need). Landy and Conte also note that culture plays a role in how justice is perceived. The norm of a country will be different based on the collectivist-individualist paradigm. Because equity…...

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References

Folger, R. & Konovsky, M. (1989). Effects of procedural and distributive justice on reactions to pay raise decisions. Academy of Management Journal. Vol. 32 (1) 115-130.

Landy, F. & Conte, J. (2013). Work in the 21st century: An introduction to industrial and organizational psychology. John Wiley & Sons.

Workplace discrimination leads to a mismatch between qualified workers and their jobs, and it carries significant economic consequences in the American workplace.
Okechukwu, Souza, Davis and Castro (2014) define workplace discrimination as unfair rules and conditions that impair the ability of group members. It is motivated by inferiority and mistreatment of the disadvantaged group over the dominant group. It is based on races and even occurs among disadvantaged groups themselves. For example, some ethnic groups are favored than immigrant workers. Discrimination does exist with respect to age, gender, and disabilities as well. Though Americans prohibit societal and historical influences among the workers through the Disabilities Act, it does persist. Workplace discrimination is unequal treatment of employees whereas workplace harassment involves negative actions toward a worker with respect to race/ethnicity, gender, etc. Sexual harassment includes sexist behavior, sexual hostility, unwanted sexual attention, and sexual coercion in which one's gender or sex is…...

Long-Term Effects of Bullying
The issue of bullying has garnered increasing publicity in the media, as it is more widely acknowledged to be a serious problem and is not just a matter of 'boys being boys' or 'girls being girls.' A number of shocking cases of students who committed suicide as a result of being bullied motivated President Barak Obama to create a federal task force on the subject which cumulated in the first National Bullying Summit in August 2010. The purpose of the summit was to gather information to understand how to prevent bullying; to find better ways to intervene when it is taking place; and help students recover from the emotional damage caused by bullying.

Current existing research suggests that victims of bullying are more apt to suffer from depression and social isolation (Farrington, Loeber, Stallings, & Ttofi, 2011; Klomek, Marrocco, Kleinman, Schonfeld, & Gould, 200; Nansel et al., 2001;…...

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72% of college students self-identified as the targets of bullying during their K-12 years (Chapell, Hasselman, Kitchin, Lomon, MacIver, & Sarulla 2006). College health clinicians must be aware of long-term effects of bullying to be able to anticipate any mental health issues which arise during the transition of adolescents from high school to college (Jantzer, Hoover, & Narloch 2006). The current study will contribute to the existing literature on the phenomenon by specifically focusing on the long-term aftereffects of bullying on young adults. Social and psychological disturbances that manifest themselves during the college years and afterward must be fully comprehended by clinicians and researchers to better design both remedies and treatments (Ireland & Power, 2004; Schafer et al., 2004; Duffy & Nesdale, 2009).

Summary

Curtailing bullying and remedying its aftereffects remains an issue for schools and workplaces (O'Connell, Calvert, & Watson 2007). Bullying not a discrete problem: its can continue to haunt the victims many years later (Losel et al. 2012). Bullied college students may be inhibited in their professional and personal aspirations as a result of the psychological trauma of bullying and this victimization can continue to affect them later in life (Kshirsager, et al. 2007). This study will specifically explore freshman college students' perceptions of the long-term effects of bullying and perceptions of the severity of bullying, stratifying the opinions by gender and ethnicity. It will also seek to determine the aftereffects of being a bully and if this leads to dating or marital violence or a greater likelihood of participating in workplace harassment (Currie & Spatz Widom 2010; Farrington, Trofi & Losel 2011).

Thesis Statement 1:

Bullying is a pervasive issue that profoundly impacts the lives of individuals, leaving lasting psychological and social consequences. Its effects extend beyond the immediate victims, affecting the school environment, family dynamics, and the overall well-being of society.

Thesis Statement 2:

While bullying has traditionally been seen as a problem confined to school settings, it has evolved to take place in various forms, including cyberbullying, workplace bullying, and online harassment. This multifaceted nature of bullying requires a comprehensive understanding of its causes, effects, and potential interventions.

Thesis Statement 3:

The root causes of bullying are complex and often rooted in social factors, such....

Toxic Workplace Dynamics and the Abuse of Power

Toxic workplace dynamics can create fertile ground for the abuse of power among employees. These dynamics often involve a culture of fear, silence, and lack of accountability, which allows perpetrators to engage in manipulative and abusive behaviors.

Power Imbalances and Unequal Treatment:

In toxic workplaces, there are often significant power imbalances between employees. This can stem from differences in job titles, seniority, or organizational structures. Employees who hold higher positions may wield their authority to intimidate or control others, creating a climate of fear and uncertainty.

Favoritism, unfair treatment, and selective enforcement of policies further contribute....