Workplace bullying is normally unethical behaviors and comes with various consequences such as being costly and derailing the work place performance. It is therefore vital for the management to always look for interventions that can prevent the occurrence of these unethical practices (Oade, 2009). On the onset, management need to understand that bullying is taking place within their workplace. Organization should always bear in mind that most of the bullying activities may be happening through covert and that way they may not be obvious to the firm management (Ramsay, Troth, & Branch, 2010). The bullied workers may not be aware when it is done for them an aspect that call for the management to explicitly define what is bullying and identify the possible acts assoiled with the practice such as hurtful teasing and name calling. Management ought to take any bulling reports seriously and there be clear mechanism explaining the consequences of such acts within an organization (Nkporbu & Douglas, 2016) .
In light of the above, management need to always respond quickly as well as decisively to any bullying reports and always let all employees know the type if actions they have taken so as that can act as a deterrence measure (D’Cruz, 2014) . Managers need to undergo some training that will aid them as to how they ought to respond to the bullying incidents within the organization. Managers should always explore means of building self confidence at the same time the capacity of their employees (Karadag, Cankul, & Abuhanoglu, 2015,). It is vital to always build that capacity so that the employees can feel that their contribution is worthwhile in whichever area of the organization, Lastly the management ought to ensure that themselves do not contribute to the bullying process in other words they should not be bullies themselves.
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References
D’Cruz, P. (2014). Theorizing About Depersonalized Bullying at Work. SpringerBriefs in Psychology , 59-75. doi:10.1007/978-81-322-2044-2_4
Karadag, M., Cankul, I. H., & Abuhanoglu, H. (2015). The Effects of Workplace Bullying on Nurses. Workplace Health & Safety , 63 (1), 5-5. doi:10.1177/2165079914564393
Nkporbu, A. K., & Douglas, K. E. (2016). Prevalence and Pattern of Work Place Bullying as Psychosocial Hazards among Workers in a Tertiary Institution in Nigeria. OALib , 03 (05), 1-14. doi:10.4236/oalib.1102627
Oade, A. (2009). The Human Consequences of Bullying at Work: Common Emotional, Psychological and Physical Reactions to Workplace Bullying. Managing Workplace Bullying , 149-156. doi:10.1057/9780230249165_9
Ramsay, S., Troth, A., & Branch, S. (2010). Work-place bullying: A group processes framework. Journal of Occupational and Organizational Psychology , 84 (4), 799-816. doi:10.1348/2044-8325.002000
