Summary Of 'Workplace Bullying: Costly And Preventable'

Introduction
The article “Workplace Bullying: Costly and Preventable” written by Terry L. Wiedmer discusses workplace bullying as a pervasive practice by malicious individuals who seek power, control, domination, and subjugation. These individuals are “in businesses or schools, such bullying is an inefficient way of working that is both costly and preventable” (Wiedmer, 2011). Senior management and executives are ultimately responsible for creating and sustaining bully-free workplaces. Workplace bullies can be stopped if employees and employers work together to establish and enforce appropriate workplace policies and practices. This article presents information about workplace bullying, including its prevalence, targeted individuals, bullying
Bullies are in powerful and controlling positions within a company. Their goal is to create a situation of more power and control when bullying others. This adds fear to those who are being bullied and sometimes those who witnesses the bullying. Workplace bullying has negative effects on employers, not just the victim and their co-workers who witness it. In addition to disrupting the work environment and impacting worker morale it can also create an environment of fear and discomfort. In the organization productivity is lowered, and higher rates of turnover are common. “Bullying hurts the bottom line through lost productivity, low morale, the departure of experienced workers,
Working in the medical field is extremely stressful and fast-paced. The practice manager at my previous job made everyone’s job so stressful. Her demands and the way she spoke to everyone was embarrassing. I worked in the front office along with five other females. All of us were mothers. Our manager did not respect the fact that some days our kids were sick or they needed to go in for check-ups. If we called out or had to leave we were reprimanded as if we were kids. Some occasions we were written up. The write ups followed us and usually were the denial for a raise. I remember when five of us found out we were expecting around the same time. She was so upset with us. There was not a “congratulations” from her at all. Instead, she made us feel like we had to choose between our jobs or our pregnancies. After a few days of finding out she calmed down but the damage was done. I stayed with the company five months after having my daughter and I left. I could not believe that a company whose purpose is “always create the best experience” (Self Regional Healthcare, 2016) hired someone like her. It has been five years since I left and I still remain in contact with some of my former co-workers. None of them are employed there and the practice manager is also gone. She decided to resign after a few people in higher positions found out about her bullying