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HRM Janneke > Topic 4. Violent behavior and bullying at work > Flashcards

Topic 4. Violent behavior and bullying at work Flashcards

1
Q

What is workplace bullying?

A

Abusive behavior that creates an intimidating-humiliating work environment with the purpose or effect of harming the dignity, safety and well-being of the other party.

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2
Q

True or false: there are two kinds of workplace bullying: Work-related (withholding information) and personal issues (gossip and social isolation)

A

True it is

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3
Q

True or false: Workplace bullying is a short-term proces in which major negative acts accumulate to a pattern of systematic maltreatment

A

False. This is a LONG-TERM proces in wich MINOR negative acts accumulate to a pattern of systematic maltreatment.

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4
Q

True or false: Workplace bullying is not equal to a conflict because of unethical and counterproductive nature.

A

True

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5
Q

Name 5 conditions of workplace bullying.

A
  • Power imbalance between parties
  • Longstanding, subsequent number of episodes
  • Negative connotion
  • Act or perceived intention to cause harm
  • Observation or enactment of actual behavior.
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6
Q

True or false: work place bullying is systematic, for a longer time of period and escalation.

A

True

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7
Q

True or false: the victim cannot defend him/herself or has the feeling. But there are no consequences for emotions, well-being and behavior.

A

False. The victim cannot defend himself, AND there are consequences for emotions, well-being and behavior.

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8
Q

For who are the consequences of work place bullying?

A

Victim, witnesses and organisation

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9
Q

What are the domains of consequences for the victim and witnesses?

A
  • Strain (spanning) –> job satisfaction, need for recovery, worrying.
  • Emotions –> fear, anxiety, depression, shock
  • Mental –>PTSS
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10
Q

What are the consequences for the organisation?

A
  • Turnover
  • Productivity
  • Costs (direct & indirect: productivity, loss of good workers & reputations)
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11
Q

Give 5 antecedents for workplace bullying of the victim related to personality.

A

Shyness, anxiety, depression, submissive and non-controversial, avoid conflict, conscientious, traditional, dependable, quiet and reserved.

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12
Q

What domains are riskfactors for being bullied at work?

A

Personality, coping, existence of a ‘victim personality’.

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13
Q

What are antecedents for the perpetrator for work place bullying?

A

Authoritarian, score low on perspective taking, score high on social dominance.

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14
Q

What are workrelated antecedents of workplace bullying?

A
  • The job (role conflict, low autonomy)
  • Team (lack of social support from colleagues for example)
  • Organisation (climate, hierarchie)
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15
Q

How can you explain the relationship between antecedents and workpace bullying?

A
  • Through the development of stress and strain
  • stress, distance, violate norms and expectations, encourage negative reactions.
  • Interpersonal conflict.
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16
Q

True or false: the two conflicting components in workplace bullying are: occurence and management.

A

True

17
Q

The effects of conflicts in management styles can be dinstinguished in?

A

Problem solving and forcing.

18
Q

True or false: with problem solving, there’s a genuine attention for one’s own as well as for the opposite party’s goals & deescalating.

A

True

19
Q

True or false: with forcing, there’s a low care for one’s own goal and a high interest in the other party’s goals.

A

False. There’s a high care for one’s own goals and a low interest in the other party’s goals.

20
Q

True or false: the results of the model (in sheets) show a clear relation over time between problem solving and forcing and being a perpetrator of bullying behavior.

A

True

21
Q

What are the different parties in workplace bullying?

A

Bully, victim, bystanders and supervisor.

22
Q

True or false: supervisors are unsensitive to the presence of bullying, they accept the problem and create a work environment in which bullying can flourish.

A

True

23
Q

True of false: bystanders are not afraid of being the next victim and have a diffusion of responsibility.

A

False. They are afraid of being the next victim.

24
Q

The prevalence of bullying depends on the method of measurement. Which 2 kinds of measurement?

A
  • Subjective measurement or;

- Objective measurement.

25
Q

The S-NAQ and LIPT are measurements of the objective measurement. What do they mean?

A

S-NAQ: Short Negative Act Questionnaire and

Leymann Inventory of Psychological Terror.

26
Q

True or false: anti-bullying policies have formal and informal procedures.

A

True.

27
Q

What’s the difference between destructive handling and constructive handling?

A

Destructive handling is just ignoring the bullying and failing to gather all the evidence. With contstructive handling, this is a process focussed on problem solving, with for example mediation and investigation.

28
Q

What is mediation in bullying?

A

This is a voluntary process in which an independent mediator helps resolve the probem in a way that is acceptable to everyone.

29
Q

True or false: in the investigation in constructive handling the workplace bullying: it is immediate (takes 7 days), formal, with a stepwise approach and it protects the target.

A

True.

30
Q

What are the mistakes a victim and perpetrator make?

A

Fundamental attribution error

31
Q

What are mistakes a witness makes?

A

Diffusion of responsibility, fear, scapegoat (zondebok)

32
Q

What is a mistake a supervisor make?

A

He is too optimistic

33
Q

What can a victim do to bullying?

A

Talk about it and communicate your boundaries

34
Q

What can witnesses do about bullying?

A

Inform the victim and be the change you want to see

35
Q

What can s supervisor do about bullying?

A

Be a good example

36
Q

What can an employer do about bullying?

A

Invest in a policy and prevent!!

37
Q

True of false: there are standards of acceptable conduct. Behavior that violates those standards is unacceptable, whether or not it is intentional

A

True.

HRM Janneke (5 decks)

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