This paper aims to outline the nature of workplace bullying and its implications for employees and the organization, and strategies to handle such unwanted behavior.
The paper draws on work carried out by the authors over the past two years, plus the HR literature.
The paper argues that if workplace bullying is not managed well, then it will have serious negative implications on workers and the overall performance of the organization, thus a happy, healthy and engaged workforce will not be achievable. Strategies relating to education and training, leadership, sound processes and overall support for victims are ways in which undesirable acts in the organization could be managed.
The paper draws attention to the important issue of workplace bullying and its effects on workers and the organization, and mentions the significance of managing it.
The paper explains how the management of any organization can be improved to generate a better working environment.
The paper presents the arguments in a condensed and easy‐to‐digest format.
