Organisational Behaviour
MGT 219 – Organizational Behaviour
Organizations are structured according to the symbolism of gender – that is, their culture is gendered (Gherardi, 1995). However since the sexual discrimination act 1975 and the equal opportunities act 2002, it would be easy to assume that a culture which bullies and undermines women is long gone. This is not the case at Sky Sports and we will therefore be examining the issues that are presented to us in the case study.
The Sexual Discrimination Act 1975 made it illegal to discriminate against employee gender type and was designed to stop issues which are mentioned in the following article. However despite this the main issue is not about one case of misbehaviour; it comprises of the overall sexist culture which has developed at Sky Sports. There are two articles which are sourced from The Guardian and The Daily Mail. During this analysis I will refer to the articles as - Source 1 (The Guardian) and Source 2 (The Daily Mail). The issues identified in both these articles are the combined effect of bullying and sexism; and how this has lead to stress within the workplace.
Therefore the three topics I will be using in this analysis are; - organizational misbehaviour (with links to sex and gender) and stress.
There are many forms of organizational misbehaviour such as; resistance, lying, swindling etc. However bullying is another significant workplace problem (Hodson et al.; 2006) and we will use this element in order to materialise a greater understanding of the relevant points highlighted in the article.
Bullying has been defined as a repeated and persistent destructive process of attempts by one (or several) person to torment, wear down, frustrate, get a reaction from another or exclude him or her from the work environment. It is treatment that provokes, pressures, frightens, intimidates and through its repetition leads to devastating effects. (Brodsky, 1976).
Bullying can take place in several different ways for
Organizations are structured according to the symbolism of gender – that is, their culture is gendered (Gherardi, 1995). However since the sexual discrimination act 1975 and the equal opportunities act 2002, it would be easy to assume that a culture which bullies and undermines women is long gone. This is not the case at Sky Sports and we will therefore be examining the issues that are presented to us in the case study.
The Sexual Discrimination Act 1975 made it illegal to discriminate against employee gender type and was designed to stop issues which are mentioned in the following article. However despite this the main issue is not about one case of misbehaviour; it comprises of the overall sexist culture which has developed at Sky Sports. There are two articles which are sourced from The Guardian and The Daily Mail. During this analysis I will refer to the articles as - Source 1 (The Guardian) and Source 2 (The Daily Mail). The issues identified in both these articles are the combined effect of bullying and sexism; and how this has lead to stress within the workplace.
Therefore the three topics I will be using in this analysis are; - organizational misbehaviour (with links to sex and gender) and stress.
There are many forms of organizational misbehaviour such as; resistance, lying, swindling etc. However bullying is another significant workplace problem (Hodson et al.; 2006) and we will use this element in order to materialise a greater understanding of the relevant points highlighted in the article.
Bullying has been defined as a repeated and persistent destructive process of attempts by one (or several) person to torment, wear down, frustrate, get a reaction from another or exclude him or her from the work environment. It is treatment that provokes, pressures, frightens, intimidates and through its repetition leads to devastating effects. (Brodsky, 1976).
Bullying can take place in several different ways for
References: * Cartwright, S and Cooper C.L. (2002). ASSET: An Organisational Stress Screening Tool — The Management Guide. Manchester, RCL Ltd. * Tytherleigh, M.Y., Webb. C., Cooper, C.L. and Ricketts, C. (2005). Occupational stress in UK Higher Education Institutions: a comparative study of all staff categories. Higher Education Research & Development, Vol 24:1, pp 41–61. * Brennan, R. T., Barnett, R. C., & Gareis, K. C. (2001). When she earns more than he does: A longitudinal study of dual-earner couples. Journal of Marriage and Family, 63, 168-182. * Brodsky, C.M. (1976), The Harassed Worker, Lexington Books, DC Heath and Company,Toronto. * Crawford, N. (1998), ``Bullying at work ' ', paper presented at the Bullying at Work, 1998 Research, Update Conference, Staffordshire University, Stafford. * Einarsen, S. (1996), Bullying and Harassment at Work: Epidemiological and Psychosocial aspects,University of Bergen, Bergen. * Leymann, H. (1990), ``Mobbing and psychological terror at workplaces ' ', Violence and Victims,Vol. 5, pp. 119-26. * Cary L. Cooper, Philip Dewe, Michael P. O’Driscoll (2001). Organizational stress – A review and critique of theory research and applications. London: Sage Publications. P1-35.