Introduction
This report will address an interpersonal communication problem with the scope of study focused on the hotel industry. The team has decided to explore methods on how managers can address workplace bullying as well as creating an anti-bullying culture.
Bullying can result in the victim being unable to focus on his or her work and make them difficult or impossible, socially isolate those targeted or stigmatize and discredit people with ridicule, gossip and insults (Adams & Crawford, 1992; Field, 1996; Randall, 2001). Most importantly, workplace bullying does not end after office hours.
With Singapore being one of the countries with lowest happiness index in the recent CNN survey (2012), this training program is essential to equip all our staff with handling bullies at work professionally and therefore, creating a better environment for all of us to work in.
Problem statement
Workplace bullying is identified as a pattern of continuous, malicious, insulting, or exclusionary intentional or unintentional behaviors that a target perceives as intentional efforts to harm, control, or drive a coworker from the workplace (Lutgen-Sandvik, 2005). Surveys have discovered that 75 per cent of employees have been a victim or witness or workplace bullying (Fisher-Blando, 2008). The widespread of bullying cases (Needham, 2003) has devastating effects on an employee’s life, family, and career (Namie & Namie, 2003).
Several studies (Einarsen, S., Hoel, H., Zapf, D., & Cooper, C., 2003; Namie & Namie,2003) have vividly illustrated the pain, mental distress, physical illness, emotional harm, and career damage suffered by victims (targets) of bullying. These symptoms may potentially stay with an individual for his or her entire life if it does not get resolved. It is a serious problem as it not only affects the victim’s mental health but also negatively affect the company’s performance due to presentism or even absenteeism (Singapore Management University, 2017).
Bullying damages employees’ morale and motivation, which likely leads to decreased work efficiency. According to a poll conducted by Harvard Business Review of 800 managers and employees, 47% of respondents worried about bullying intentionally decreased their time spent at work, while 80% lost work time worrying about a bullying incident (Porath & Pearson, 2013). The constant worrying will eventually result in individuals suffering from depression and anxiety. Therefore, it is essential to equip fresh graduates with the right knowledge and skills on how to maneuver and protect themselves through workplace bullying before they step into the workforce.
Purpose statement (objective)
The objective is to equip the fresh graduates - the future managers - with handling of the bullying incidents that is taking place in the hotel. With the labor shortage and high staff turnover rate in the hospitality industry, it is important for management to manage employee welfare by understanding the issue of the bullying to deter future incidents. It is important to address the issue as it will affect staff retention rate in the long run.
Problem Solution
Every individual working in the hotel have an important role to play in ensuring desirable deliverance of service. Bullying acts as a barrier for teamwork (Rex, 2018) and therefore may create service issue. Besides the welfare and happiness of employee, the hotel’s guest satisfaction is also at stake.
The ideal goal is to create an anti-bullying culture within the hotel, where every employee plays an important role in making it happen. This can be accomplished by having companies prioritizing the importance of anti-workplace bullying and implementing the necessary measure to minimize them.
The solutions:
4.1 Recognizing what is bullying in the workplace
People are often not aware of what is considered bullying in the workplace. They usually bite the bullet and think that the treatment that they are receiving is a norm. Company should define what is considered bullying to them to educate their employee so as to have a better working environment. Bullying constitute many areas and covering the spectrum from the obvious direct bullying to the minor non-confrontational one let employee knows any type of bullying will not be tolerated (The importance of having..., 2016). It is important for company to set the tone and deliver the message to employees that any form of bullying is not tolerated and that there will be consequences (Shannon, 2016).
4.2 Get everything in writing
Make the policy tangible by having it in black and white. Just like dress code and conduct manual in hotel, they should set aside time and effort to come up with a booklet to clearly define what is considered bullying and what an employee can do if they are being bullied. Bullying is a very sensitive topic, and many are not willing to talk about it openly. To have everything stated clearly in writing allows employee to seek out help remotely (Shannon, 2016).
4.3 Encourage immediate reporting
Hotel should set up a neutral party (usually human resource department) where employee feel safe to report incident right away. There they will be able to get help and guidance on what is the most appropriate solution to their issue. This way every employee will feel protected by the company.
Without proper strategy, employee wellbeing is not taken care of. The company will experience higher employee turnover rate creating manpower issue. If the bullying issue are too severe, employee may file against the company for discrimination among other things (The Importance of Having..., 2016).
Benefits
Advantages of implementing an anti-bullying policy at the workplace will only improve the overall working culture of the hotel in the long run. The benefits apply to everyone within the organization and not just the victims of bullying. The benefits of an anti-bullying policy include:
● More peaceful and productive workforce due to lower tensions at work
● Improved mental health of employees, reduced stress
● Less time lost to sick leave for employees to seek treatment
● Higher staff retention because the environment is healthy
● Lower risk of legal action with no tolerance for bullying or harassment
Research Method
In this project, a combination of primary and secondary methods will be used. A Professor from the hospitality industry will be interviewed through a face-to-face interview to consolidate the problems mainly faced in the hospitality industry in Singapore. Researches will also be done through academic articles to gather knowledge on how to confront these bullying situations.
Conclusion
Workplace bullying, and other forms of antisocial behavior will continue to pose a threat to the hotel. However, a strong anti-bullying culture can be the first step to deterring and preventing future bullying cases. All the employees can feel more empowered to assist a victim of bullying now that they can identify all the different forms bullying can take. A strong anti-bullying culture will create an environment that will produce the most motivated employees and in turn, produce the best business results.
References
Adams, A., & Crawford, N. (1992). Bullying at work. London: Virago. American Psychological Association. (2005). Bullying.
Christine R. (2018). We All Need Friends at Work: Harvard Business Review. Retrieved 10 March 2018, from https://hbr.org/2013/07/we-all-need-friends-at-work
Einarsen, S., Hoel, H., Zapf, D., & Cooper, C. (2003). Bullying and emotional abuse in the workplace: International perspectives in research and practice
Fisher-Blanco, J. (2008). Workplace Bullying: Aggressive Behavior And Its Effect On Job Satisfaction And Productivity (Ph.D.). University of Phoenix.
Hoegberg, A. (2012). Poll: Are Singaporeans least happy? - CNN. CNN. Retrieved 10 March 2018, from https://edition.cnn.com/2012/12/21/world/asia/singapore-least-happy/index.html
Lutgen-sandvik, P. (2005). Water Smoothing Stones: Subordinate Resistance To Workplace Bullying (Ph.D.). Arizona State University.
Needham, A. W. (2003). Workplace bullying: A Costly Business Secret. Penguin Books; Auckland, N.Z
Singapore Management University (2017). Smu.edu.sg. Retrieved 14 March 2018, from https://www.smu.edu.sg/perspectives/2017/08/31/why-workplace-bullying-so-widespread-and-rising
Huppke, R. The Impact of Workplace Bullying. (2016, October 16). Retrieved from: http://www.chicagotribune.com/business/careers/ct-huppke-work-advice-1019-biz-20151016-column.html
Gausepohl, S. Protect Your Employees: Have a Bullying Policy. (2016, November 22). Retrieved from: https://www.businessnewsdaily.com/5900-workplace-bullying-policy.html
The importance of having a workplace anti-bullying strategy. (2016, April 12). Recruiting Times. Retrieved from: http://recruitingtimes.org/opinions/11289/importance-workplace-anti-bullying-strategy/
This report will address an interpersonal communication problem with the scope of study focused on the hotel industry. The team has decided to explore methods on how managers can address workplace bullying as well as creating an anti-bullying culture.
Bullying can result in the victim being unable to focus on his or her work and make them difficult or impossible, socially isolate those targeted or stigmatize and discredit people with ridicule, gossip and insults (Adams & Crawford, 1992; Field, 1996; Randall, 2001). Most importantly, workplace bullying does not end after office hours.
With Singapore being one of the countries with lowest happiness index in the recent CNN survey (2012), this training program is essential to equip all our staff with handling bullies at work professionally and therefore, creating a better environment for all of us to work in.
Problem statement
Workplace bullying is identified as a pattern of continuous, malicious, insulting, or exclusionary intentional or unintentional behaviors that a target perceives as intentional efforts to harm, control, or drive a coworker from the workplace (Lutgen-Sandvik, 2005). Surveys have discovered that 75 per cent of employees have been a victim or witness or workplace bullying (Fisher-Blando, 2008). The widespread of bullying cases (Needham, 2003) has devastating effects on an employee’s life, family, and career (Namie & Namie, 2003).
Several studies (Einarsen, S., Hoel, H., Zapf, D., & Cooper, C., 2003; Namie & Namie,2003) have vividly illustrated the pain, mental distress, physical illness, emotional harm, and career damage suffered by victims (targets) of bullying. These symptoms may potentially stay with an individual for his or her entire life if it does not get resolved. It is a serious problem as it not only affects the victim’s mental health but also negatively affect the company’s performance due to presentism or even absenteeism (Singapore Management University, 2017).
Bullying damages employees’ morale and motivation, which likely leads to decreased work efficiency. According to a poll conducted by Harvard Business Review of 800 managers and employees, 47% of respondents worried about bullying intentionally decreased their time spent at work, while 80% lost work time worrying about a bullying incident (Porath & Pearson, 2013). The constant worrying will eventually result in individuals suffering from depression and anxiety. Therefore, it is essential to equip fresh graduates with the right knowledge and skills on how to maneuver and protect themselves through workplace bullying before they step into the workforce.
Purpose statement (objective)
The objective is to equip the fresh graduates - the future managers - with handling of the bullying incidents that is taking place in the hotel. With the labor shortage and high staff turnover rate in the hospitality industry, it is important for management to manage employee welfare by understanding the issue of the bullying to deter future incidents. It is important to address the issue as it will affect staff retention rate in the long run.
Problem Solution
Every individual working in the hotel have an important role to play in ensuring desirable deliverance of service. Bullying acts as a barrier for teamwork (Rex, 2018) and therefore may create service issue. Besides the welfare and happiness of employee, the hotel’s guest satisfaction is also at stake.
The ideal goal is to create an anti-bullying culture within the hotel, where every employee plays an important role in making it happen. This can be accomplished by having companies prioritizing the importance of anti-workplace bullying and implementing the necessary measure to minimize them.
The solutions:
4.1 Recognizing what is bullying in the workplace
People are often not aware of what is considered bullying in the workplace. They usually bite the bullet and think that the treatment that they are receiving is a norm. Company should define what is considered bullying to them to educate their employee so as to have a better working environment. Bullying constitute many areas and covering the spectrum from the obvious direct bullying to the minor non-confrontational one let employee knows any type of bullying will not be tolerated (The importance of having..., 2016). It is important for company to set the tone and deliver the message to employees that any form of bullying is not tolerated and that there will be consequences (Shannon, 2016).
4.2 Get everything in writing
Make the policy tangible by having it in black and white. Just like dress code and conduct manual in hotel, they should set aside time and effort to come up with a booklet to clearly define what is considered bullying and what an employee can do if they are being bullied. Bullying is a very sensitive topic, and many are not willing to talk about it openly. To have everything stated clearly in writing allows employee to seek out help remotely (Shannon, 2016).
4.3 Encourage immediate reporting
Hotel should set up a neutral party (usually human resource department) where employee feel safe to report incident right away. There they will be able to get help and guidance on what is the most appropriate solution to their issue. This way every employee will feel protected by the company.
Without proper strategy, employee wellbeing is not taken care of. The company will experience higher employee turnover rate creating manpower issue. If the bullying issue are too severe, employee may file against the company for discrimination among other things (The Importance of Having..., 2016).
Benefits
Advantages of implementing an anti-bullying policy at the workplace will only improve the overall working culture of the hotel in the long run. The benefits apply to everyone within the organization and not just the victims of bullying. The benefits of an anti-bullying policy include:
● More peaceful and productive workforce due to lower tensions at work
● Improved mental health of employees, reduced stress
● Less time lost to sick leave for employees to seek treatment
● Higher staff retention because the environment is healthy
● Lower risk of legal action with no tolerance for bullying or harassment
Research Method
In this project, a combination of primary and secondary methods will be used. A Professor from the hospitality industry will be interviewed through a face-to-face interview to consolidate the problems mainly faced in the hospitality industry in Singapore. Researches will also be done through academic articles to gather knowledge on how to confront these bullying situations.
Conclusion
Workplace bullying, and other forms of antisocial behavior will continue to pose a threat to the hotel. However, a strong anti-bullying culture can be the first step to deterring and preventing future bullying cases. All the employees can feel more empowered to assist a victim of bullying now that they can identify all the different forms bullying can take. A strong anti-bullying culture will create an environment that will produce the most motivated employees and in turn, produce the best business results.
References
Adams, A., & Crawford, N. (1992). Bullying at work. London: Virago. American Psychological Association. (2005). Bullying.
Christine R. (2018). We All Need Friends at Work: Harvard Business Review. Retrieved 10 March 2018, from https://hbr.org/2013/07/we-all-need-friends-at-work
Einarsen, S., Hoel, H., Zapf, D., & Cooper, C. (2003). Bullying and emotional abuse in the workplace: International perspectives in research and practice
Fisher-Blanco, J. (2008). Workplace Bullying: Aggressive Behavior And Its Effect On Job Satisfaction And Productivity (Ph.D.). University of Phoenix.
Hoegberg, A. (2012). Poll: Are Singaporeans least happy? - CNN. CNN. Retrieved 10 March 2018, from https://edition.cnn.com/2012/12/21/world/asia/singapore-least-happy/index.html
Lutgen-sandvik, P. (2005). Water Smoothing Stones: Subordinate Resistance To Workplace Bullying (Ph.D.). Arizona State University.
Needham, A. W. (2003). Workplace bullying: A Costly Business Secret. Penguin Books; Auckland, N.Z
Singapore Management University (2017). Smu.edu.sg. Retrieved 14 March 2018, from https://www.smu.edu.sg/perspectives/2017/08/31/why-workplace-bullying-so-widespread-and-rising
Huppke, R. The Impact of Workplace Bullying. (2016, October 16). Retrieved from: http://www.chicagotribune.com/business/careers/ct-huppke-work-advice-1019-biz-20151016-column.html
Gausepohl, S. Protect Your Employees: Have a Bullying Policy. (2016, November 22). Retrieved from: https://www.businessnewsdaily.com/5900-workplace-bullying-policy.html
The importance of having a workplace anti-bullying strategy. (2016, April 12). Recruiting Times. Retrieved from: http://recruitingtimes.org/opinions/11289/importance-workplace-anti-bullying-strategy/
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