Power Imbalance Answers

1.1 Power Imbalance: Workplace bullying can arise from an imbalance of power, where one person or a group holds authority or influence over another. This power dynamics can be exploited to intimidate or mistreat others.Additionally, power dynamics can create a culture of fear and silence, where victims may be hesitant to speak out against their bullies due to concerns about retaliation or further abuse.

Lack of consequences: Bullying at workplace without any punishment for the perpetrator can lead to an unhealthy work environment, which can lead to reduced performance of an individual. Additionally, the absence of consequences can discourage victims from reporting bullying incidents, as they may feel that nothing will be done to address the issue, further perpetuating the cycle of abuse.

Examples:..

i.Manager criticizes the employee work in-front of the co-workers. ii.Supervisor keeps giving you or other unfair treatment that aims to exclude you.

1.2 In paragraph 2, Dube explains the new Code of Good Practice on the Prevention and
False claims of discrimination: Employees may falsely claim discrimination in order to gain preferential treatment or advancement opportunities. This could involve exaggerating or fabricating instances of discrimination to manipulate the provisions of the Employment Act. ii. Unsubstantiated requests for accommodation: Employees could potentially misuse the act by making unsubstantiated requests for accommodation based on grounds such as race, gender, or disability. This could be done with the intention of gaining special privileges or avoiding certain responsibilities. iii. Selective identification with protected groups: Some employees might unjustifiably identify themselves with specific protected groups under the Act in order to benefit from affirmative action measures. This could involve misrepresenting or exaggerating their association with a particular group to gain advantages in hiring, promotion, or training