Union’s Response to Workplace Bullying

Union’sResponse to Workplace Bullying

Union’sResponse to Workplace Bullying

Discussion

Workplacebullying is an issue that affects the whole organization. In themodern economic world, there are still cases of workplace bullyingthat limit the ability of workers and employees to practice theirduties and achieve the set organizational goals (Oade, 2014). Organizations establish protocols to help fight against bullying anddevelop an inclusive working environment. However, such efforts areaffected by the persistence of those who do not appreciate others andseek to make it hard for others to exist within the organizationsetting. Union’s efforts to ensure justice is also affected by theweak organizational policies that do not allow victims the chance toreport their cases. Workplace bullying contradicts an organizationthe opportunity to explore its human resources, establish newstandards of performance and compete favorably in a given commercialsetting.

Datacollected provides an overview on the issues of workplace bullyingand how it affects the organizations. The response from all theparticipants will allow one to develop a perspective about workplacebullying and describe the best methods to employ in fighting againstit. All the participants have a different view of the occurrence ofbullying and how it should be responded to. Participants 1, forinstance, notes that issue of bullying has never been brought up. Onthe hand, the participant describes herself as victims of bullying.She notes that no action was taken against the action. The diverseperspectives of bullying raise a question of how bullying worked.Does it affect every employee? Who are the most vulnerablepersonalities to bullying? Bullying involves the use of power,physical ability and authority to dehumanize others. It is unlikelyfor a weak person to bully a strong employee. However, it is easierfor a strong person with the power to dehumanize vulnerable workerswith limited authority and power. This explains the differentresponse from the participants. It is likely that some of theparticipants were strong compared to their colleagues and could notfit the definition of a victim of bullying (Oade, 2014). Workplacebullies assume the same mentality as any other bullies: they perceiveothers as weak and exploit their strength and authority to make otherlook fragile and trivial.

Basedon the responses of the participants, the unions do not adequatelyrespond to the issues of workplace bullying. Most incidents ofbullying go unreported, and the few cases that are reported are notwell handled. The failure of the unions to adequately manage theissue of bullying is the reason why there is an increase in workplacebullying. Some bullies are merely affected by poorly developed socialperspectives that require restructuring. Minor efforts to reprimandthe behavior prove worth as they are easily convinced against the actof bullying. The mentality of bullies is that workplace bullyingmakes them look stronger than other and gain respect. The unions donot make efforts to question such mentalities and establish a studythat will disapprove the creations of the bullies. The fact is thatbullying makes one look social disconnected. Bullies confuse fearwith respects. Many will be afraid of a bully because of his or herability to dehumanize a person. Respect is entered on the aptitude toappreciate one`s presence, ideas, and opinions in an esteemed manner.

Participantsexpressed their disapproval in the existing unions. The unions do notfully handle the issue of bullying. Some participants suggested therestructuring of the Union to ensure that all cases of workplacebullying are treated according to the proposed protocols. The uniondescribes bullying as a workplace crime that infringes on the humanrights of other people. A bully is represented as a person who deniesother the freedom to practice their rights. This comes with theunderstanding that bullies can make a person limit his expression,movement or the ability to access resources. In order to qualify theunions, participants suggest the restructuring of the unions toensure active leaders and policies that can respond to all the casesand complaints about workplace bullying.

Thedata collected presents workplace bullying as the creation of thefailure of the unions, poor organizational culture and misleadingsocial perspectives. The society worships strength and power. Strongpeople are allowed the chance to do anything they want and easily getaway with mistakes. They are not easily confined by the set sociallimits and are instead praised for doing wrong things. Suchmisleading social perspectives give people the quest to bully otherand be perceived as the strong personalities in the society. Oneparticipant addressed the need to harmonize the union, socialperspectives and the organization culture in order to eliminatebullying at workplace effectively. As long as the society worshipspower and strength and finds joy in seeing people get bullied,workplace bullying will thrive. There is the need for the unions tosensitize the community on the effects of bullying and help shape asocial perspective that will reprimand bullying of any form.

Thehuman resource department in any given organization is developed tointervene for the welfare of employees and guarantee that they arewell remunerated for their services. The department aligns with theunions to respond to cases of workplace bullying and ensure thevictims get justice. Participants’ response shows the weakrelationship that exists between the unions and the human resource.It is likely for the human resource to fail to take any actionagainst bullying. The unions are denied access to informationconcerning bullying and their efforts to reprimand workplace areshuttered. The weak relationship justifies the inefficiency of theunion and their inability to adequately respond to all cases ofbullying. It is important to note that the union’s action can onlybe taken when the cases are reported. Unreported cases are notjustified by the union and victims of such situations are denied thechance to find justice.

Implications

Basedon the data collected in this study, I suggest the creation of aclear relationship between the human resource and the unions. Thehuman resources are functional parts of an organization that isallowed the right to look into the welfare of all the employees andensures they give their best on their duties. The human resourcesensure that each employee exploits his or her abilities and skills tobenefit the set organizational goals. In order to achieve this, thehuman resource provides the employees are comfortable, and theirneeds are well responded to. Workplace bullying affects the abilityof the victim to respond to his or her duties fully. The humanresource in alliance with the union is allowed to handle the issue ina way that will reassure the victim and prevent the reoccurrence ofsuch cases. However, the existing organizational structures share atenuous relationship with unions. The unions should dig deep intoorganizational, establish their own sections and control the issue ofbullying from within.

Whatif the executive heads of the organization are the major wheels ofworkplace bullying? Filling reports can easily cost one his job andvictims would rather keep quite than seek the involvement of theunions. It such cases, I will recommend such employees to reconsidertheir personal rights and fight for the rights of other workers. Theunion should allow establishing terms that allow the victims acertain degree of compensation and consideration after being bullied.The victim should not be despised on any given social ground. Thehuman resource should come to the rescue of the victim and establishthe best way to compensate the victim in relation to the degree ofphysical or emotional harm done by the bully.

Thedata collected implicated that the unions do not fully serve theirpurpose in the economic world. We still have employees who areconstantly bullied and denied the right to justice. The unions shouldconsider restructuring their policies and programs and seek tocapture the entire workforce. It is one of the possible methods touse to help develop a direct connection between the unions and theemployees. In this case, victims will be allowed to directly reportcases of bullying without relying on the human resource. It willshade light to many cases that go unreported. The aggregate result ofthe increase in the number of reported cases is the enhancement oforganizational ability to respond to their set objectives. Employeeswill be more free and vocal to raise any issue that affected andlimit their capability to respond to their duties.

Organizationalculture is outlined as one the factors that describe the possibilityof workplace bullying. Organizations that are built on a commonculture that worships strength and power are likely to experienceworkplace bullying (Oade, 2014). However, organizations that areinclusive and every single member is appreciated are characterized byunity and economic thrust. Organizations should employ considerableeffort and resources in developing a culture that will discouragebullying and encourage respect and comprehensiveness.

Conclusion

Workplacebullying affects the ability of workers to fully exploit theirabilities and skills ensuring the attainment of the setorganizational goals. An organization experiencing extreme workplacebullying is likely to suffer from deprived economic growth. There arejoy and success in unity and unity is only achieved when employeesshare productive relationships. In a typical perspective, it takescourage for the strong to respect the weak and share common goals.However, the modern economic world is vibrant and diverse. Culturesmerge, opinions amalgamate characters compromise, different socialperspectives confront and emotional inclinations unite in order toachieve specific preconceived organizational objectives.

Reference

Oade, A. (2014).&nbspManagingworkplace bullying: How to identify, respond to and manage bullyingbehaviour in the … workplace.Place of publication not identified: Palgrave Macmillan.

Union’s Response to Workplace Bullying

Union’sResponse to Workplace Bullying

Union’sResponse to Workplace Bullying

Discussion

Workplacebullying is an issue that affects the whole organization. In themodern economic world, there are still cases of workplace bullyingthat limit the ability of workers and employees to practice theirduties and achieve the set organizational goals (Oade, 2014). Organizations establish protocols to help fight against bullying anddevelop an inclusive working environment. However, such efforts areaffected by the persistence of those who do not appreciate others andseek to make it hard for others to exist within the organizationsetting. Union’s efforts to ensure justice is also affected by theweak organizational policies that do not allow victims the chance toreport their cases. Workplace bullying contradicts an organizationthe opportunity to explore its human resources, establish newstandards of performance and compete favorably in a given commercialsetting.

Datacollected provides an overview on the issues of workplace bullyingand how it affects the organizations. The response from all theparticipants will allow one to develop a perspective about workplacebullying and describe the best methods to employ in fighting againstit. All the participants have a different view of the occurrence ofbullying and how it should be responded to. Participants 1, forinstance, notes that issue of bullying has never been brought up. Onthe hand, the participant describes herself as victims of bullying.She notes that no action was taken against the action. The diverseperspectives of bullying raise a question of how bullying worked.Does it affect every employee? Who are the most vulnerablepersonalities to bullying? Bullying involves the use of power,physical ability and authority to dehumanize others. It is unlikelyfor a weak person to bully a strong employee. However, it is easierfor a strong person with the power to dehumanize vulnerable workerswith limited authority and power. This explains the differentresponse from the participants. It is likely that some of theparticipants were strong compared to their colleagues and could notfit the definition of a victim of bullying (Oade, 2014). Workplacebullies assume the same mentality as any other bullies: they perceiveothers as weak and exploit their strength and authority to make otherlook fragile and trivial.

Basedon the responses of the participants, the unions do not adequatelyrespond to the issues of workplace bullying. Most incidents ofbullying go unreported, and the few cases that are reported are notwell handled. The failure of the unions to adequately manage theissue of bullying is the reason why there is an increase in workplacebullying. Some bullies are merely affected by poorly developed socialperspectives that require restructuring. Minor efforts to reprimandthe behavior prove worth as they are easily convinced against the actof bullying. The mentality of bullies is that workplace bullyingmakes them look stronger than other and gain respect. The unions donot make efforts to question such mentalities and establish a studythat will disapprove the creations of the bullies. The fact is thatbullying makes one look social disconnected. Bullies confuse fearwith respects. Many will be afraid of a bully because of his or herability to dehumanize a person. Respect is entered on the aptitude toappreciate one`s presence, ideas, and opinions in an esteemed manner.

Participantsexpressed their disapproval in the existing unions. The unions do notfully handle the issue of bullying. Some participants suggested therestructuring of the Union to ensure that all cases of workplacebullying are treated according to the proposed protocols. The uniondescribes bullying as a workplace crime that infringes on the humanrights of other people. A bully is represented as a person who deniesother the freedom to practice their rights. This comes with theunderstanding that bullies can make a person limit his expression,movement or the ability to access resources. In order to qualify theunions, participants suggest the restructuring of the unions toensure active leaders and policies that can respond to all the casesand complaints about workplace bullying.

Thedata collected presents workplace bullying as the creation of thefailure of the unions, poor organizational culture and misleadingsocial perspectives. The society worships strength and power. Strongpeople are allowed the chance to do anything they want and easily getaway with mistakes. They are not easily confined by the set sociallimits and are instead praised for doing wrong things. Suchmisleading social perspectives give people the quest to bully otherand be perceived as the strong personalities in the society. Oneparticipant addressed the need to harmonize the union, socialperspectives and the organization culture in order to eliminatebullying at workplace effectively. As long as the society worshipspower and strength and finds joy in seeing people get bullied,workplace bullying will thrive. There is the need for the unions tosensitize the community on the effects of bullying and help shape asocial perspective that will reprimand bullying of any form.

Thehuman resource department in any given organization is developed tointervene for the welfare of employees and guarantee that they arewell remunerated for their services. The department aligns with theunions to respond to cases of workplace bullying and ensure thevictims get justice. Participants’ response shows the weakrelationship that exists between the unions and the human resource.It is likely for the human resource to fail to take any actionagainst bullying. The unions are denied access to informationconcerning bullying and their efforts to reprimand workplace areshuttered. The weak relationship justifies the inefficiency of theunion and their inability to adequately respond to all cases ofbullying. It is important to note that the union’s action can onlybe taken when the cases are reported. Unreported cases are notjustified by the union and victims of such situations are denied thechance to find justice.

Implications

Basedon the data collected in this study, I suggest the creation of aclear relationship between the human resource and the unions. Thehuman resources are functional parts of an organization that isallowed the right to look into the welfare of all the employees andensures they give their best on their duties. The human resourcesensure that each employee exploits his or her abilities and skills tobenefit the set organizational goals. In order to achieve this, thehuman resource provides the employees are comfortable, and theirneeds are well responded to. Workplace bullying affects the abilityof the victim to respond to his or her duties fully. The humanresource in alliance with the union is allowed to handle the issue ina way that will reassure the victim and prevent the reoccurrence ofsuch cases. However, the existing organizational structures share atenuous relationship with unions. The unions should dig deep intoorganizational, establish their own sections and control the issue ofbullying from within.

Whatif the executive heads of the organization are the major wheels ofworkplace bullying? Filling reports can easily cost one his job andvictims would rather keep quite than seek the involvement of theunions. It such cases, I will recommend such employees to reconsidertheir personal rights and fight for the rights of other workers. Theunion should allow establishing terms that allow the victims acertain degree of compensation and consideration after being bullied.The victim should not be despised on any given social ground. Thehuman resource should come to the rescue of the victim and establishthe best way to compensate the victim in relation to the degree ofphysical or emotional harm done by the bully.

Thedata collected implicated that the unions do not fully serve theirpurpose in the economic world. We still have employees who areconstantly bullied and denied the right to justice. The unions shouldconsider restructuring their policies and programs and seek tocapture the entire workforce. It is one of the possible methods touse to help develop a direct connection between the unions and theemployees. In this case, victims will be allowed to directly reportcases of bullying without relying on the human resource. It willshade light to many cases that go unreported. The aggregate result ofthe increase in the number of reported cases is the enhancement oforganizational ability to respond to their set objectives. Employeeswill be more free and vocal to raise any issue that affected andlimit their capability to respond to their duties.

Organizationalculture is outlined as one the factors that describe the possibilityof workplace bullying. Organizations that are built on a commonculture that worships strength and power are likely to experienceworkplace bullying (Oade, 2014). However, organizations that areinclusive and every single member is appreciated are characterized byunity and economic thrust. Organizations should employ considerableeffort and resources in developing a culture that will discouragebullying and encourage respect and comprehensiveness.

Conclusion

Workplacebullying affects the ability of workers to fully exploit theirabilities and skills ensuring the attainment of the setorganizational goals. An organization experiencing extreme workplacebullying is likely to suffer from deprived economic growth. There arejoy and success in unity and unity is only achieved when employeesshare productive relationships. In a typical perspective, it takescourage for the strong to respect the weak and share common goals.However, the modern economic world is vibrant and diverse. Culturesmerge, opinions amalgamate characters compromise, different socialperspectives confront and emotional inclinations unite in order toachieve specific preconceived organizational objectives.

Reference

Oade, A. (2014).&nbspManagingworkplace bullying: How to identify, respond to and manage bullyingbehaviour in the … workplace.Place of publication not identified: Palgrave Macmillan.

Unions` Response to Workplace Bullying

Unions`Response to Workplace Bullying

AQualitative Exploration of Potential Union and Human ResourcesPartnerships

ArvenA. Knight

MSA,Human Resource Management

Spring2017

Analysis

Theanalysis chapter seeks to illustrate the processes of organizingdata, interpreting that data and coding. Moreover, the chapter willprovide a brief description of the participants together with theirresponses as far as the topic under study is concerned. The primarypurpose of the researcher in this chapter is to comprehensivelyanalyze data collected to develop a deeper understanding of union’sresponse to workplace bullying.

Ananalysis of the interview responses was accomplished through aqualitative three-phase coding and analysis method. Saldana (2009),describes coding as an analytical process in which qualitative orquantitative data is categorized to facilitate analysis. The threephase coding and analysis method will include descriptive coding,axial coding, as well as a triangulation. In descriptive coding, Iwill provide a summary of the information collected by creatingkeywords and phrases (Saldana, 2009). Then, in the axial coding Iwill condense the data collected and classify it into emergingthemes. In the triangulation I will assess the previous phases ofcoding in a comparison with the interviews for the purpose ofbuilding a clear explanation of the participant’s experiences andunderstanding.

Participants

Participant1 is a male in his 40s and has been working with the DC Governmentfor over 40 years. He is a librarian, Chief Shop Steward, and anExecutive Board Member. In the interview, the participant stated thathe ensures that all union members are aware of the policies and allcomplaints are addressed. However, issues of bullying have never beenbrought up.

Participant2 is a female in her 30s and has been working with the DC Governmentfor over 13 years. She works as the vice-president of the union.During the interview, the participant attested that she has neverexperienced or witnessed issues of bullying. Similarly, no incidentof workplace bullying has ever raised.

Participant3 is a female in her 40s and has been working as a Revenue Officerfor the DC Government. Currently, she is serving as a Chief ShopSteward for the Union. She has never been a victim of workplacebullying or any form of harassment. Nonetheless, she admitted thatbullying exists.

Participant4 is a female in her 50s and works as an Educator for the DCGovernment and a President for her agency’s union as well as thepresident of the DC chapter of the union. In the interview, sheaffirmed that all issues brought to her attention are addressedadequately in a bid to ensure incidences such as bullying,harassment, and hostile concerns are annihilated.

Participant5 a female in her 20s. She has been working with the DC Governmentfor the last eight years and acts as a reporting Secretary and aChief Shop Steward. During the study, the participant stated that shewas a victim of bullying, but no action has been taken against theperpetrator. She further recommended that the bully should betransferred to another location or office within the agency.

Participant6 is a male in his 50s. He is the Director of the HR in the DCGovernment, a position that he has been in charge for the last tenyears. In his view, bullying is counterproductive and unacceptableand he was ready to do everything within his power to control thepractice.

DataAnalysis and Coding

Inthe data analysis and coding, I will discuss the three-level codingthat was used to analyze the interview transcripts. First, I willbegin with descriptive coding. In this particular case, keywords orphrases will be summarized and coded from the interview scripts. Ontop of that, the second level of is axial cording. Here, I willclassify the data collected from the interviews into their respectivethemes. Lastly, triangulation is the third level of coding. At thislevel, I will compare raw data for validity to determine the meaning.

Trustworthiness&nbsp

Thepurpose of the subsequent sections is to develop, and present datathat is trustworthy, which reflects the true nature andcharacteristics of workplace bullying, as well as pinpoints the roleof unions and human resource partnerships. Consequently, this part ofthe thesis will include the process through which data was collected,as well as ephemeral accounts of participants’ responses gatheredfrom the interviews.

Descriptivecoding

Descriptivecoding involved the process of noting key-words and phrases. Assuggested by Strauss &amp Corbin (1990, as cited in Merriam 2009),coding in any research paper requires the authors or scholars tobreak down, examine, compare, conceptualize, and categorize data. Inthis regard, the responses given by the clients were reviewed word byword to single out key phrases that are relevant to the researchquestions as well as the study in general. Table 1 illustrates thekeyword gathered from the interview together with their respectivecategories. For example, participant 5 said, “but no action hasbeen taken against the perpetrator.” From this quote, I noted thephrase, Emotional and Physical Impact,which together withother keywords and phrases was reduced to the category,Disconcerted. Anotherexample is from Participant 6 who said, “Bullying iscounterproductive and unacceptable. I’m ready to do everythingwithin my power to control the practice.” From this quote, I notedthe phrases Resolution,which together withother keywords and phrases was reduced to the category, Hopeful.Table 2 presents theformulation of a narrative table that notes key-words as capturedfrom the interviewee.

Table 1. First leveldescriptive coding.

Table2. Creation of aNarrative Table

“Implementing union policies and procedures”

Tone:Commitment, reluctance, loyalty.

Researcher: As the Chief Shop Steward and Executive Board Member, tell me some of the measures that you have taken to ensure that the issue of workplace bullying is addressed adequately.

Participant 1: I ensure that the union is compliant and any issues of bullying or harassment to my attention by other union members are addressed. However, workplace bullying is rarely brought up. Lastly, I make sure that the members are aware of the union policies and procedures.

Memo: The first comment shows dedication. The second sentence shows the participant’s views as far as the reporting of workplace bullying incidences is concerned. The final sentence illustrates the importance of sensitizing union members on the policies and procedures that should be followed as part of their employment requirements.

From table 2, I already knowthat employee bullying is an issue that is widely practiced in theorganization. From the second level of coding, I also know that theissue can be addressed by encouraging the members to report anyincidences of bullying and also comply with the policies andprocedures that have been put in place as stated by participant 1.

Memo1

Atthis level of coding, it is clear that the participants admitted thatworkplace bullying is still practiced as indicated by participant #3.Also, the practice is prevalent due to factors such as lack of clearpolicies, inappropriate organizational structure as well asinadequate inventions. That is why participant #5 stated that she wasa victim of workplace bullying. However, due to some of thesefactors, the matter was not acted upon until the union intervened.

Axialcoding

Thisis the second level of coding. Saldana (2009) states thataxial coding section entails condensing of the data collected andcategorizing it into emerging themes (p. 153). This level of codinginvolves the development of categories and subcategories which willbe then used to identify characteristics. From the first level ofcoding, the keywords and phrases developed were empowered bystanders,impactful inventions, organizational culture, and clear policy.Additionally, the categories developed include hopeful, stressful,disconcert, and lack of clear policy.

Figure 1. Arepresentation of the axial coding of the categories, lack of policy,disconcerted, stressed and hopeful.

Asargued by Tehrani (2014), unions play a crucial role in preventing oraddressing issues of workplace bullying. In this case, unions shoulddevelop clear policies aimed at addressing issues of workplacebullying as well as assisting employees to report any form ofunacceptable behavior. Also, unions should protect their membersagainst the perpetrators of bullying. On the flip side, Tehrani’sexamples are not clearly stated under this particular section thus,demonstrating the union’s weaknesses in addressing workplacebullying.

Lack ofpolicy

After examining the lack ofpolicy category, the organization exhibited a hostile workingenvironment that was caused by emotional and physical impact, anddiscrimination, however, it is aiming at providing solutions for tohave clear policies. The sum of disconcerted, stressful, and hopefulcategories define the lack of policy category.

Disconcerted

From the coding process,hostility and discrimination are evident in the organization.However, there are hopes of a resolution that targets on preventionand addressing concerns. The total of the other three categoriescreates the disconcerted category. The intolerance and negativeorganizational culture create an upsetting environment.

Stressed

The lack of peace in theworkplace creates a stressful environment for the employees. It iscaused by workplace hostility and unclear methods to address it.However, addressing concerns can reduce the stressful occurrences inthe workplace.

Hopeful

The hopeful categoryaddresses all other negative responses at the workplace that arecaused by bullying. The category addresses and tries to prevent asituation where there is a lack of policy, disconcertion, andstressful events at the workplace.

Memo2

Atthis level of coding, I can clearly state that each category isrelated to all the others. Disconcerted, stressful, and hopefulcategories create the lack of policy category. As a result, all thekeyword and phrases offered by the participants are all interlinkedand reveal a singular trend. The inadequately defined interventionsand resolution techniques, as well as hopeful sentiments, show adeeper problem with the organization’s policy which causesstressful and perturbed feelings among employees.

Triangulation

Inthe triangulation, I perform a comparison of memo one and two as wellas an overview of what I know about the data. Understandably, theparticipants expressed their worry and concern about workplacebullying. Most of them admitted that the practice was of great impacton their day to day activities.

Thetwo previous levels of coding, descriptive and axial, provided adetailed description of the responses obtained from the interviews.The keywords and categories developed demonstrated that coding playeda substantial role in achieving the anticipated results hence, aperfect fit. Moreover, the keywords obtained from the interviews wererelated, and the language that I used with the participants wasunderstandable and it was recognized by the participants subsequentlyenhancing the quality and accuracy of data collected. On the otherhand, the analysis did not use Vivo coding since the voice of theparticipants was heard without excessive scrutiny or assessment forthe right response.

Additionally,my understanding of workplace bullying is consistent with what wasexpressed by the participants during the interview. Inthis case,workplace bullying is a still rampant in most organizations, and itis contributed by various factors such as lack or ineffectivepolicies and clear reporting processes. Similarly, I also understandthat every organization has a stipulated code of conduct that ismeant to guide employees in regards to their behavior and how theyinteract with their colleagues. That is in line with the datacollected from the study because participant 1 stated that allemployees are directed to the District Government Personal Manual tofamiliarize themselves with the policies and procedures to befollowed in respect to employment with the DC Government and theunion.

Also,I understand that the human resource department in any organizationin coordination with the union seek to promote employee welfare byensuring that they are subjected to conducive work environment andany issues raised by employees are addressed appropriately. However,new representations emerge from the study that workplace bullying isa practice that has not been effectively addressed. That is evidentfrom participant #5 who stated that she was a victim of bullying. Thematter was brought up in a meeting but unfortunately, no action wastaken against the culprit. Moreover, the same participant affirmedthat most incidences of bullying are not reported to the unionrepresentatives or the relevant human resource officials forappropriate action. From the study, it also emerged that workplacebullying is widely experienced amongst the junior employees due tolack of a clear reporting system.

Notably,unions play a critical role in addressing issues of workplacebullying. The study demonstrated that human resources and the Unionwork together to promote the welfare of employees. In this regard,all workers are introduced to the DC Government Procedure Manual(DPM) at the time of hire to sensitize them on policies andprocedures related harassment, sexual conduct, and bullying. Forinstance, Participant 5 stated that she was a victim of bullying. Shereported the case to the human resource. Unfortunately, no action wastaken against the individual who bullied her. However, through theintervention and the efforts of the union, actions have been taken toaddress the issue. Similarly, the HR can address workplace bullyingby introducing programs aimed at educating employees on workplacebullying and its adverse effects. More importantly, the HR can alsoadvocate for the adoption of new policies which will criminalize andpunish the perpetrators of workplace bullying. That is because thecurrent policies are not effective since they only state thatworkplace bullying is an unacceptable practicethat cannot be tolerated.

Memo3: Changes in what is known from memo 1 &amp 2

Despitethe fact that most participants felt that the organization had nottaken enough measures to curb workplace bullying, some of them feltthat substantial progress had been made and the organization was onthe right track as far as addressing the practice is concerned.

Aftercomparing memo 1 &amp 2, I confidently recognize that workplacebullying is a containable practice if appropriate measures are taken.Here, the there is a need for more emphasis to be laid on theimportance of complying with the policies set by the organization.That should also include penalties or stringent actions against thelaw breakers. Besides, it is crucial for the top management inorganizations to implement the policies and also create anenvironment where employees feel free to air their grievances orchallenges that they might be facing, for instance, bullying.

Evidently,experiences of workplace bullying continue to affect variousorganizations. The essay sought to provide an analysis of union’sresponse to workplace bullying. In this case, the article gave abrief description of the participants together with their answers.Additionally, the paper also discussed the process of data analysisand coding which entailed descriptive coding, axial decoding, andtriangulation. Lastly, the article gave a comparison between memo 1and 2, how coding was essential in facilitating the study and howwell what I know fit the language of the participants.