Case Incident 2 “Bullying Bosses”

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This article discusses the issue of workplace bullying and how it can affect employees’ motivation and self-efficacy. The article explains the three main types of organizational justice: distributive, procedural, and interactional justice. Interactional justice refers to how individuals treat each other in day-to-day interactions and can be negatively impacted by workplace bullying. The article also highlights how workplace bullying can affect employees’ motivation, self-efficacy, and desire to work. The author suggests confronting the bully and seeking help from a higher power, rather than retaliating. Finally, the article explains how low self-esteem, lack of confidence, and insecurity can contribute to workplace bullying, and that bullies are often products of both situational factors and flawed personalities.

Table of Content

1. There are three main organizational justices, they are Distributive Justice, Procedural Justice and Interactional Justice. These theories about justices are made to assist the workplace, so it can be an effective and satisfying place to work and everyone is treated the same. The book explains that interactional justice is “an individual’s perception of the degree to which they are treated with dignity, concern, and respect”. This concerns the fairness of how each individual treat one another with everyday interactions.

Work place bullying would be the exact opposite of the side of interactional justice. Such as being abusive, insulting, and offensive to another co worker. A boss could abuse the powers and belittle an individual. Based on this theory the workplace can avoid any concerns when following these rules. 2. There are many aspects of motivation that can be reduce bullying in the workplace. The main motivations that can be effected by bullying in the workplace are loyalty, effort, morale, and desire to work.

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When we have an effort to work it means that the workplace is content and there are no problems between employees. If there is workplace bullying people will be less motivated f to work causing failure in the workplace. When there is workplace bullying it can affect the employee’s self-efficacy. An employee with low self efficacy while being bullied can just be affected more making the self-efficacy worsen and they can decrease their desire to work, achieve, or need to work for a higher power.

When being bullied by a higher power I would less likely want to try to achieve more because I would not want to be around negativity and would not want to be cut down every day. 3. When being bullied in the workplace, I would confront my bully and inform them that they are acting inappriate towards me and I do not appreciate it. If they did not listen to what I have to say I would go seek a higher power and inform them of their behavior towards me. Retaliation would not be the best idea because doing so you could up in the long run getting fired or just cause the bullying to progress even further.

If a colleague was a victim of abusive supervisor I would see if there was anything I could do to help them out. 4. A low self esteem, lack of confidence and insecurity make us more vulnerable and can contribute to the bullying in the workplace. When an employee is feeling threaten or insecure they might act out to hide those feelings and make other people feel less important about themselves creating negativity in the workplace. Bullies are both products of situation and flawed personalities.

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Case Incident 2 “Bullying Bosses”. (2016, Nov 11). Retrieved from

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