Literature Review 

Workplace Bullying

The term ‘workplace bullying’ does the incorporation of harassment, intimidation, as well as aggressiveness or behaviours that are considered being violent. Workplace bullying is associated with a number of concepts regarding the behavioural aspects that will be treating the managers, supervisors, co-workers or the clients in an improper way. The behaviours associated with workplace bullying will be including low intensity behaviours, which are regarded as rudeness. On the other hand, certain behaviours can only be considered as workplace bullying only when those improper behaviours are getting repeated for a period of time and the targeted individuals are unable to defend themselves. Moreover, workplace bullying is also related with the aspect of getting harassed. Harassment is regarded as a particular type of workplace bullying, in which the trait of the targeted individual such as their sexuality or race is the focus regarding the bullying behaviour. Bullying is having an adverse impact on the person who is getting bullied as well as the organization (Fahie 2014). Global research is displaying a striking rise relating to work bullying.

Delimitation and Effects of Workplace Bullying

Workplace bullying is encapsulating the number of methodically adverse acts that are giving rise to social, psychological as well as psychosomatic crises in respect of the sufferer. The adverse effect of workplace bullying have been currently being recognized in various organizational levels, which also includes the bullying that is occurring upwardly from a lower to higher level i.e. from the subordinates to the managers (Thirwall 2014).

• Towards a multi-factorial understanding of workplace bullying – Because of the harsh negative effect of workplace bullying on the employees’ mental health as well as welfare and as a result, on the organizational performance, it is essentially significant towards understanding the factors that are  contributing towards the advancement as well as growth of this phenomenon. Workplace bullying is based upon the impact of micro-organizational factors like role conflict, leadership, political aspects or the culture of the organization. The research relating to workplace bullying is evolving towards a multi-causal perception. In this context, there occurs the identification of five major areas for evaluation that depends on where the major focus should be, which includes either on the person, on the social interaction amongst two individuals, on the team dynamics, on the environment regarding work, or on the wider context at the organizational level (Birks 2017).

It is necessary for exploring the traits of upwards bullying in respect of having a complete understanding of workplace bullying. This research analysis will be presenting the findings from an investigative interview study that sought to do the investigation of the contributing factors associated with upwards bullying. The interview process was conducted regarding the managers who did the experiencing as well as witnessing of upwards bullying in a direct way, and those that were in a situation for discussing the workplace condition regarding the managers. It was anticipated that power as well as dependency will be playing a role regarding the happening of upwards bullying along with the aspect of change (McDaniel 2015).

Absence of Legitimate Power

Another contributing factor regarding upwards bullying might be relating to the manager’s perceptions of having a lack of legitimate power. The factors regarding the absence of support in respect of the changing scenarios, absence of managerial respect as well as the employees being crucial to the place of work, had their emergence as sub-themes that came under the subject regarding power. Fascinatingly, four of the managers discussing about the changing scenarios also referred to the absence of assistance that the managers are receiving at the time of the changing scenario (Rose 2016). The absence of support in respect of managers at the time of change might in turn be suggesting that employees are having a feeling of not getting supported. This evident absence of organizational assistance regarding the managers at the time of change might be associated to the employee’s perception that certain managers are having illicit power. Absence of support from the senior management could be considered as the process of violating a legitimizing value. This is stating that the absence of legitimizing agent from an establishment at the time of change might be resulting in the employees perceiving the managers as having an absence of legitimate power (Walker 2016).

Evaluating the data relating to the interview stated that the majority of the 24 managers either in an explicit or implicit manner will be referring to the absence of respect or a challenging aspect to their position by the employees. Therefore, it will be appearing that a manager whose position is not admired, will be having vulnerability towards upwards bullying. Moreover, absence of assistance from the senior management will be playing a major role towards the exacerbation of the scenario (Easteal 2017).

Moreover, depending upon the knowledge, abilities as well as proficiency that are challenging towards getting replaced might be playing as well, a role in the managers feeling susceptible towards upwards bullying. Various managers that were interviewed stated in what ways employees being crucial to the workplace functioning, will be creating a dependency on the employees. The majority of the managers discussing dependency on an employee were those who associated a direct experience relating to upwards bullying. It can also be stated that dependency on the employees made certain managers hesitant towards doing anything primarily when the employees started demonstrating unsuitable behaviour (Worth 2015). Managerial dependency regarding certain employees might be explaining why some employees are having an engagement regarding this behavioural aspect whereas others are not having it. For instance, those that are having considerable power within the place of work might be having managers that are depending on them. An employee who is having a major team role and is vital to a network might be losing this post when the disbanding of the team will occur regarding the restructuring of an establishment. Therefore, it can be seen that to challenge or disrespect the role of a manager, absence of support that will be resulting in the reduction of the legitimate power of a manager, or dependency might be contributing towards the aspect of creating a situation in which there will be the occurrence of upwards bullying (Benjamin 2015).

Concerning the aspect of upwards bullying, it can be stated that every individual is having the right not to be harassed at work, which includes the managers as well. However, there is still a lack of assistance particularly towards the management level staffs, who are faced with claims regarding bullying as well as harassment. For curbing the aspects of bullying and harassment, there is the requirement for the various companies towards having certain specific responsibilities in respect of the managers as well as every staffs. Such responsibilities include the following aspects,

• To educate employees regarding the aspect of considering what is and is not considered to be bullying as well as harassment, and stressing upon the aspect that there will occur the addressing of upwards bullying with similar amount of seriousness as any other act of bullying. Also, to highlight the fact that a claim that is considered being misleading or malicious in respect of bullying is considered itself towards being an act of bullying.
• To ensure that there is an understanding relating to the potential in respect of the occurrence of a counter investigation claim when an original claim regarding bullying as well as harassment is considered having malicious intention, and this might be leading in a potential manner towards a legal claim relating to defamation.

The major concern is not that there are insufficient methods from the perspective of Fair Work, or the fact that there exist insufficient processes relating to internal investigation within most of the companies. There is the responsibility for the HR function to do the management of these claims and in that respect, is having the requirement for getting endorsed from the specific level within their establishment and having the ability for working to the full extent within the legislation as well as policies that are existing. With this support, the human resource department will be educating the staffs in an appropriate manner for managing as well as processing these matters in the way that is considered being the most productive.

In the context of upwards bullying in a company, it can be stated that there occurs certain aspects that will be leading towards upward bullying. Such organizations are undergoing phases of dynamic changes within the organization that are driven by volatility, development or instability. Certain traits whose discovery has been made when dealing with the organizational employees as well as manager in which there is the occurrence of upward bullying are mentioned as under,

• When there is breaking down of communication and individuals are mostly provided with conflicting information.
• Lack of a strategic plan that is defined in a clear manner.
• Frameworks that are considered being insufficient, as well as inadequate systems as well as methods throughout the human resource function.

Upward bullying is considered being a potential cause for psychological stress, anxiety as well as depression. Upward bullying will be substantially undermining the actualization of the objectives relating to business because of the productivity that has been lost, increase in absenteeism as well as employee turnover. Companies are diverting their time as well as resources to address the concerns, instead of undergoing navigation through the changes within  the organization in an effective manner as an effective team. Organizational changing periods are also presenting distinct challenging aspects in respect of managers who want to be regarded as being ‘in control’. They are hesitant in coming forward as well as asking for assistance, having the feeling that they might be perceived as an organizational liability.

There can be various signs of upward bullying that can be characterised through the changes within the organization that might be indicating that there is the occurrence of upwards bullying within the organization. These are,

• Failure of the employees for complying with the rules, meeting deadlines as well as attending meetings on time
• Employees having demands that are considered to be unrealistic
• Continuous requests to have private meetings that are scheming as well as dictating demands as well as expectations that are considered being impractical

Upward bullying is considered to be very much harmful when there occurs the involvement of number of employees. For instance, there occurred an incident within a manufacturing business, in which some production employees stated a number of complaints concerning a line manager. In this scenario, there was a ‘ringleader’ who encouraged others for voicing their grievances regarding this specific manager. When staffs were asked to provide an explanation of the challenges they were facing for carrying out a proper investigation regarding the matter, there occurred a major opposition. When a group of individuals are rallying against one individual, then there is mostly a hidden scheme and after thoroughly investigating the matter it was found out that the agenda in this circumstance was associated with the fact that either the line manager will leave or the staffs will leave. In this kind of scenario, there is gaining of control by the employees through the manipulation of an agenda and not being able to take responsibility regarding their personal behaviours as well as actions. They will be blaming the managers in a typical manner and continue redirecting or evading the process of participating in an investigation.

Bullying member of the team that are targeting their seniors are mostly trying to take advantage of the scopes for blocking the development relating to the tasks or methods regarding which they are having the responsibility. This is with the hope that their incapability for completion of the work within the stipulated time and failure to meet the standards will in a way be resulting in creating troubling situation in respect of their managers or seniors. Also, refusing to co-operate with the wishes or instructions of the seniors for thwarting them. In addition, doing the generation of certain justifiable reasons as to why some actions cannot be considered, with the intention for opposing their seniors and also, to disagree with the verbal or written input of the seniors for wearing them down.

The bullying of managers is typified by the aspects of back-stabbing, disrespecting, disobeying as well as the failure to comply with the rules, Bullying employees will be questioning the competency level and will be influencing the newer employees through distorted information. It was found out that the absence of the legitimate power of the manager took place through the absence of an organizational assistance or employees considered the managers for being an unlawful leader. The kind of behaviours that are mostly imposed take into consideration the aspect of using the policies as well as procedures of a company, coercive tactics that includes the aspect of getting humiliated as well as intimidated. Also, using proficiencies or accessing information for gaining an advantage as well as ingratiation regarding the individuals that are having a key position for gaining accessibility towards official power.

Strong managerial assistance by the senior management is essential to do the prevention of upward bullying. When faced with the challenges of upward bullying, a manager should be seeking assistance from the management. There is the requirement of developing as well as maintaining close work relation with the senior managers and the influential people in the business. It is also advisable to resist the urge to confront the team while fighting against bullying behaviour. In addition, the managers are required finding legitimate ways for demonstrating their worth towards the team and it is not advisable to make major changes towards the work practices that is existing till the time the manager has been able to establish his or her trustworthiness.

Research Methodology 

There will occur extensive analysis of the research method. There has occurred the discussion regarding the research approach, design as well as analysis of data. There will occur the demonstration of insight as well as approach of the researcher towards conducting the study in addition to the data collection method. Secondary data have been used in this study.

Research method outline 

As the intention of this research study was exploring the contributing organizational issues relating to upwards bullying, it is specifically significant towards understanding in what ways a person, such as a manager will be qualitatively interpreting their experience of getting bullied by an employee. The selection of qualitative research was done because it is allowing the aspect of data development, which is describing a social occurrence that includes a consideration of the individuals as well as events. Therefore, the focus of this research study was associated with the aspect of discovering the developing findings relating to the contributing organizational issues regarding upwards bullying (Howard 2016).

Research philosophy 

Research philosophy will be chosen depending upon the goals as well as research methods. Research philosophy will be reflecting upon the researcher’s way of thinking. Researcher will be selecting the philosophy depending upon the principles as well as values that are qualifying the research. A researcher might use various type of research philosophy such as epistemology, positivism, realism and interpretivism. Epistemology will be occurring when the data collection method is more objective. Realism is based on objectives (Thirwall 2015). The interpretation of this philosophy is done through social conditioning. Interpretivism is subjective.

Interpretivist approach is depending upon the naturalistic approach of collecting data such as interviews as well as observations. Secondary data research is also having popularity concerning interpretivism philosophical aspect. In this kind of studies, there will occur the emergence of meanings normally towards the end of the process relating to research (Jacobson 2014).

Research Approach 

Inductive research approach is having the involvement of the search regarding the pattern from observation as well as the development of explanations in respect of the patterns via series of supposition. When an inductive approach gets followed, initiating with a topic, a researcher will be developing empirical overviews as well as do the identification of preliminary associations as the research work progresses (Stratton 2016). At the preliminary research stage, there will be no hypothesis and the researcher is unsure regarding the kind as well as characteristic of the research findings until there occurs the completion of the research (Einarsen 2016).

Research Design 

Research Design assists in addressing the research problem in a logical as well as unambiguous manner. Various types of research design will be including the case studies, action research designs, causal designs, cross sectional designs, descriptive designs, experimental designs, cohort designs, explanatory designs, historical designs, longitudinal designs, mixed method designs, philosophical designs as well as observational designs. Descriptive design has been considered regarding this research study (Parks 2015).

Since, this research is associated with the impacts of upward bullying on the organizational managers, the primary task of the writer is designing a research by beginning the research with a literature review. The designing of the present research has been as descriptive design by combining the inductive research approach. The descriptive study will be used for describing the different aspects of the research process (Mollison 2016).

Data Collection 

For the data collection process, information had been gathered from the various secondary sources such as the journal articles, scholarly articles, online library sources, peer reviewed journals as well as e-books. In this context, the qualitative data has been used. However, prior to the use of the secondary data, certain aspects were taken into consideration such as reliability of data, sustainability of data as well as adequacy. The reliability regarding the data includes the source from where the data gets collected, the methods that will get used and how much accurate the data is. The sustainability regarding the data states that the scope as well as characteristic of the original enquiry should be the studies and then careful scrutiny of the data needs to be done regarding suitability (Howard 2016). Concerning adequacy it can be stated that the data would have been considered as insufficient when the accuracy level that has been actualized in the data is insufficient.

Ethical Consideration 

While conducting the research study, secondary data was collected from the different secondary sources. There was, however, no distortion made to any of the data and also no tampering of the data was done. While using the secondary data, the writings should not in any demean the original author of the research materials (Skarbeck 2015).

Findings, Analysis and Discussion

There occurred the emergence of three themes from the analysis of the data such as the work environment, change as well as power. While the broad perceptions regarding change as well as power were involved in the primary scheme for coding, there occurred the emergence of the sub-themes within these concepts as well as the current environment for the workplace during the evaluation. As the work environment will be encompassing the factors relating to power as well as change, a conceptualization regarding it was done for being an overarching subject and it’s presentation will be done preceding the aspect of change as well as power. On the other hand, prior to the expansion regarding each of these subjects as well as their sub-topics, there will be the providing of the summary regarding the bullying behaviours that the managers will be experiencing directly, towards reporting an experience relating to upwards bullying (Smit 2014).

Upwards Bullying Behaviours 

The primary traits regarding workplace bullying will take into consideration the persistency relating to unsuitable behaviours over a certain time-period as well as the incapability of targets towards defending themselves (Sumner 2016). Managers, who did the discussing of an experience regarding upwards bullying gave an account of behaviours that persisted for different time periods such as, certain months, a year, as well as up to three years. Managers also articulated feelings of weakness as well as seclusion and feelings of getting harassed, intimidated or threatened. The managers did the recounting of their experiences relating to a range of unsuitable covert as well as overt behavioural aspects. In majority of the scenarios, it seemed that there was the commencement of a negative spiral with the perpetrator apparently doing the display of an outline of covert behavioural aspects like the failure towards attending meetings, interferences in meetings, sabotages. Also, failure towards informing the managers regarding the meetings, challenging the managers, as well as constantly scrutinizing the behaviour of the managers. Along with the covert behaviours that have been mentioned here, the data is suggesting the aspect of using overt behaviours by the employees (Meyer 2015).

Some of the managers, in response to their experiences did the reporting of an experience relating to upwards bullying of how they became reflective and asked questions such as whether they were an inefficient manager, and whether it was due to the mistakes that they have committed. In addition, certain managers identified that their behaviour contributed towards the escalation of the behaviour of the staff members. Behaviours like doing nothing, retreating or evading the situation were recognized, with two managers identifying that their reluctance towards addressing the situation allowed the continuing of the unsuitable behaviours (Salazar 2017).

Theme 1 – The Work Environment 

According to Barmes (2016), the work culture and the environment is one of the vital reasons that affect the practice of bullying in the workplace. One of the biggest reasons is the work pressure. Worth and Squelch (2015) further stated that the work pressure on the junior employees drives them to take certain steps that they should not be talking while in the organization.

Thus, it can be deduced that the employees form small groups and start bullying the managers under whom they are working.

As pointed out by Benjamin (2015), the employees in the junior department may not be directly doing anything to the managers to show their disrespect but they will not be doing the work in a correct manner. Not doing their work in the given deadline is one of her most many employees could not be contacted while in time of emergency. Walker (2016) stated the junior members were confident that they will be able to find work elsewhere and hence, they bully the managers by not complying to the work culture or not helping them during the times of emergencies.

As opined by Bernstein and Trimm (2016), many times unresolved issues from the past give rise to tension in the present and eventually landing in conflict that the managers cannot resolve. This is also a form of upward bullying. As rightly out forward by Bozeman and Hershcovis (2015) as the junior employees are there in the organization for a long time in many of the case, they might have hold grudge against the organization from the past. These past issues give rise to conflicts among the employees where the managers can get involved. The conflict can also take the shape of upward bullying as in spite of the managers having no mistakes in the conflicts.

 Thirlwall (2015) further pointed out that the communication issue among the junior employees and the managers may give rise to bullying. The employees do not communicate with the managers in a proper manner about the issues they are facing in the organization. As the managers are unaware of the issues that the employees are facing, hence, they are unable to resolve the issues.

Hence, it can be deduced that the communication barrier between the manager and the employees gives rise to upward bullying in many cases. As the managers are unaware of the issues, they are unable to resolve the issue and that in turn gives space to the employees who can indulge in bullying.

  Caney, Gourlay and Smith (2014) opined that many employees develop the feeling of being under-valued in the organization. They feel that their work is not being recognised in the organization. Eventually, they indulge in game-planning in the organization. As they feel that they are not getting the desired recognition, they go against the organization and the direct target is the one who is the direct senior. Tehrani (2013) further opined that in many situations, the managers are being targeted and bullied as a way of showing their grudge towards the company.

Even though, bullying the mangers will not serve the purpose of getting recognition from the company, yet they indulge in those actions in order to show disrespect towards the company. The situation is even worse when the managers are newly appointed in the organization.

Theme 2 – Issues that are causing Upward bullying 

• Organizational Factors causing Workplace bullying – Taking into consideration the overall organization, it is necessary towards understanding the phenomenon regarding  bullying as it is quite challenging for imagining the context of labour as independent or not, which influences as well as triggers bullying at the workplace. In this context, (French 2014) has rightly said that the relationship between certain internal dynamics will get evaluated, which are considered as job stability, or human resources practices

1. Job Stability – According to D'Cruz (2015), the employee stability level at work will be influencing the vulnerability level regarding bullying, not simply due to the fact that less steady as well as eventual employment is common regarding lower-status professional jobs but also due to the fact that insecurity does the reduction of employee power as well as that of the seniors. Sumner, Scarduzio and Daggett (2016) throws light on the fact that the reason for the rise in bullying in the current scenario is directly related with the process of organizational restructuring that did the enlargement of the power gap within the management as well as the staffs, having a high outsourcing rate. Within the disorganized as well as volatile environment, staffs are having an inclination towards feeling intimidated, which is characterised by role conflict, insecurity as well as tension (Gardner 2016).
2. Human Resource Practices – Einarsen (2016) has stated that the individual characteristics of the victims that are bullied could be seen as the starting points of bullying, but these victims will be considering the company’s climate as well as practices of human resources to be somewhat accountable regarding it because of the influences on their jobs For instance, regarding the scenario for remuneration schemes, it can be stated that staffs that are receiving low payment will become vulnerable to bullying, whereas the well-paid staffs are generally safeguarded as their professional circumstances will be bringing them nearer to the seniors. According to Skarbeck (2015), the major reason regarding bullying is associated with the organizational issues like schemes regarding compensation as well as labour agreements, designing the job position, culture as well as organizational climate, changing scenarios relating to leadership as well as organizational aspects or dynamism of the sector

• Related Factors causing workplace bullying – According to Easteal and Ballard (2017), concerning the factors associated with the internal organizational dynamics, the rate of bullying can also be influenced by the perspective through which a company will be operating. From a research that was conducted bullying is more recurrent within the service sector, particularly within health, education, public service as well as financial services (Parks 2015). Amongst these, majority of bullying takes place regarding health, particularly in the midst of nurses, because of the overloading of work as well as due to the double supervision that they are receiving from the doctors as well as chief nurses (Manners 2016).

Theme 3 – Changes required for reducing the rate of upward bullying 

As opined by Rose (2016), change will be appearing to play a significant role to contribute towards the pressures that can be found within the present environment of a workplace, with more than half of the interviewees addressing towards certain types of changing aspects. Allen (2016) further said that regarding the managers that are reporting an experience relating to upwards bullying, organizational changes as well as responsibility of the managers relating to the changes can be considered as the major impact in respect of the unsuitable behaviour of the employees. Fleming (2017), provided reference regarding certain types of changes that precedes the happening of unsuitable behaviours. These changing scenarios took into consideration the sub-themes relating to the changes within the organization, new managers or a manager pushing the changing scenarios. Moreover, Ploeger?Lyons and Kelley (2017) has stated that the employees trying to coerce the managers towards changing a decision that has been made by them, and in what ways the unsuitable behaviours that are aimed at the managers will be considered to be a kind of ‘payback’ to make workplace changes.

According to French, Boyle and Muurlink (2014) the changes within an organization that occurred before the intensifying of the unsuitable behaviour eventually resulted in bullying. It might be appearing that changing scenarios within the level of an organization will be contributing towards the reaction of a staff against a manager, managerial changes as well as endorsement of a manager. Moreover, Furnham (2015) added that related actions around the changing scenarios will be creating additional fear as well as apprehension in respect of the employees, which will be contributing towards the behaviours associated with bullying.

As a result, it seems that changing scenarios as well as doubt that it is producing might be triggering certain employees towards having a feeling of resentment. In respect of the decisions that the managers will be making, there might occur the creation of an uncertainty level that will be making certain employees toward having the requirement for acting (McKay 2016).

Therefore, what seemed to occur is that unsuitable behaviours of the staffs might be representing an endeavour towards having a manager do the changing of a decision. In an alternate manner, certain managers would be viewing unsuitable behaviours as ‘payback’ regarding a decision that are making. In the high stress period, as well as when an association will be considered as negative, small concerns will be deduced as acts of aggression.

It was suggested by Grace (2016) that an allegation related to bullying is often aggravated by the responses of an individual regarding a range of interactions that are getting constructed over a time period. This aspect might be explaining the method that is occurring in respect of upwards bullying. As a matter of fact, certain employees might be perceiving the managerial actions towards the implementation of the changing scenarios related with bullying that as a result will be resulting in castigatory behaviour by the employees (Barmes 2016). In the same manner, as pointed out by Pinto (2014), Social Identity Theory will be suggesting that employees might be seeking towards reducing the uncertainty level that will be surrounding them through the undertaking of actions that will then be creating an action cycle, greater risks, as well as requirement towards more actions. On the other hand, this empathy will not be extending towards disregarding the unsuitable behaviour of the employees (Quilan 2014).

Summary of Contributing Factors of Upwards Bullying 

The findings from the secondary research states that the organizational issues like the environment of the organization, changes within the organization as well as organizational power might be regarded as factors that will be contributing towards upwards bullying (Smit 2016). As per the suggestion in the literature of the research study, work pressures such as those recognized by the managers in this research study, might be resulting in the manager or supervisor having the inability or less ability for dealing with bullying or even unsuitable behaviour from the employees. In addition, it might be that the common feelings of disharmony will be leading towards an environment in which, workplace bullying will be taking place (Turner 2014).

In the same manner, the literature of the research study is suggesting that managers might be the receivers of upwards bullying since they are perceived as having the responsibility regarding a range of workplace stressors. Similarly, upwards bullying might be one of the limited ways through which getting dissatisfied with the organizational factors can be stated by the employees. Findings from the current analysis seem to be supporting these viewpoints. The interest part is that, for more than half of those who discussed an experience of upwards bullying, changes within the organization, like getting restructured, were explained as taking place before an unsuitable behaviour got escalated by the employees (Piggot-Irvine 2015). Therefore, the happening of organizational change, as well as the manager being identified of having the responsibility in respect of these changes, might be leading towards the employees holding the managers responsible in respect of their stress. In addition, managerial changes as well as changing scenarios enacted by the managers seems to be playing a role as well, towards the creation of fear as well as apprehension to which the employees will be reacting, as confirmed by the behaviours that can be termed as ‘bullying’. Subsequently, it is appearing that changing aspects as well as the doubt it is producing might be resulting in certain employees having a feeling of distress by the managerial actions. As per the Social Identity Theory, this change will be threatening the position of an employee inside the in-group, which will lead to certain employees acting against the individual they consider having the responsibility, mostly the manager (Gardner 2013).

Future Research 

The objective of the current research study was developing an understanding of the contributing factors in respect of upwards bullying from the experiences of those whose interview has been conducted (Caney 2014). There occurred the achievement of a comprehensive understanding regarding the phenomenon, by conducting interviews of the managers from different organizations as well as the managers who had a discussion regarding the environment of workplace bullying. One intrinsic limitation regarding a face-to-face interview study is that the interviewees might nor being revealing the complete truth when answering a question. This might be relating to the requirement for pleasing the individual who is conducting the research or to safeguard their individual roles as well as sense of individuality amidst the circumstances that are being explained. Due to this issue, the researcher was vigilant not to do the indication of agreement with the interviewee or preferring to have a direction regarding the direction, therefore lessening the potential in respect of this bias for influencing the result of the research (Osborne 2016).

A significant limitation of the research program will be relating to the objective of the study, in which the manager’s voice was only being heard that could be reflecting a potential bias concerning the scenario or condition that the interviewees had discussed. This propensity for focusing on the targets related to workplace bullying is a basic factor within the research associated workplace bullying. This is majorly because of the perpetrator’s reluctance relating to workplace bullying that needs to have an involvement in the research study (Kemper 2016). The employee’s voice and not just those that are recognized as perpetrators is required within future research for completely understanding the dynamics regarding upwards bullying as well as the position of each and every parties amidst this comprehensive situation. For instance, when changes as well as dissatisfaction related to change are the factors employees are beginning to bully their managers, then only by attaining the employee’s perspective further testing of this inference can be made (Toliver 2014). Therefore, future research is required investigating the case studies that will be including the involvement of each and every parties in the cases relating to upwards bullying. Moreover, this research study will not be differentiating amongst the managers who are getting bullied by an individual employee or a team of employees. There is the requirement for exploring the issues related with the various kinds of bullying.

Moreover, the definitional traits regarding workplace bullying as well as upwards bullying is having the requirement for more modification (Skogstad 2017). For instance, since it is appearing that employees might react to the environment for work, change as well as absence of support regarding the cases for upwards bullying and the scenario requiring intent will be requiring more exploration. Specifically, it might be that the employee’s motive will not be causing any harm for the manager but voicing their dissatisfaction with the concerns relating to the organization. A planned quantitative research study will be seeking the exploration of the traits of the manager regarding the contributing factors associated with upwards bullying, and the behavioural aspects as well as influences associated with upwards bullying. There is also the requirement for further research towards validating the findings associated with this research study and specifically, exploring the probable relations within the happenings of upwards bullying as well as the unproductive environment related to work, workplace disharmony as well as changes within the establishment (Shahbazi 2013).

There has also been the emergence of the literature of the research study that will be explaining the probable triggers regarding workplace bullying amongst the staffs and is focusing specifically on two sections. The primary section is pertaining to the personal distinctions within those that are having an involvement in the happenings associated with bullying, whereas the second one is pertaining to the traits associated with the surrounding company settings where such scenarios will be occurring. Some other traits that are having an association with the growing threats of workplace bullying will be including the gender as well as marital status. For instance, a significant percentage of female doctors are afraid of facing a potentially aggressive encounter at work in comparison to the male doctors (Hollis 2016).

Moreover, certain organizational factors seem to do the increasing of the odds related to workplace bullying against the staffs. For example, regarding the conditions for work, it has been stated that there are certain particular variables of the organization that needs to be significantly noted, like conflicts as well as ambiguity of the roles, overloading of the work, stress, absence of autonomy as well as lack of fairness relating to the organization.

Conclusion 

This research paper is aiming towards investigating the earlier under-explored section relating to the contributing factors associated with upwards bullying. In respect of taking into consideration the definitional scenarios, the identification of the managerial experiences took place that was associated with behaviours relating to upwards bullying. Through the conceptualization of workplace bullying as a dependency process, there is the ability for gaining an improved understanding of ways by which the employees can do the bullying of the managers. It is seemed that the overlooking of upwards bullying occurs as a factor relating to significant organizational as well as individual significance. Therefore, there occurs the limitation relating to the ways by which the companies are conceptualizing as well as addressing the aspect of workplace bullying, associated with very less acknowledgement that workplace bullying will be occurring at each and every level of a company. To do the recognition of upwards bullying is even more significant when there occurs the consideration of the key roles regarding the performance of the managers within the establishment. It was proposed that there is the requirement for recognizing the availability of upwards bullying as well as initiating policies as well as strategic aspects for assisting the managers that are facing those behaviours.

Moreover, assistance in respect of managers as well as employees is required at the time of change since this is appearing to be the probable contributing factor relating to upwards bullying. As a matter of fact, as bullying behaviours are not accepted when the managers or employees are enacting them, such behaviours are also not accepted when an employee will be carrying it out and will be directed at a manager. To think it in a practical manner, identifying the occurrence of upwards bullying might be having the involvement of shifting the present thinking as well as workplace cultural aspect, which as a result will enable the managers in resolving the probable bullying circumstances at the earliest. To acknowledge the occurrence of upwards bullying, will be enabling the companies towards taking the initial step to address the happening. Additional actions, like the implementation assistance mechanisms in respect of managers as well as employees will be occurring. These actions in respect of the organizations will be considered being crucial, not simply regarding the manager’s welfare, but regarding the workgroup as well as the broader establishment as well. The present study will be adding to the conceptual acknowledgement of workplace bullying, via the aspect of applying the theory related with dependency as well a power regarding workplace bullying. Moreover, it will be making a practical involvement through the inclusion of upwards bullying in the present awareness regarding workplace bullying, as well as contributing to the aspect of providing information and assistance to the companies towards ways by which, workplace bullying will generally get addressed as well as issues relating to upwards bullying in a specific manner.

The research study will also be doing the exploration of the traits relating to upwards bullying, indicating that certain employees are bullying their managers through the use of same type of behaviours to other kinds of workplace bullying. An identifying scenario relating to upwards bullying is the evident misuse of the grievance process against the managers. The research finding might be suggesting a requirement for strengthening the grievance process. There does not occur the recognition of upwards bullying towards being a factor. Therefore, it is appearing that managers are feeling unsupported as well as hesitant towards the aspect of seeking support while facing a case of upwards bullying. This absence of support as well as issues regarding the seeking of support might be having harsh physical as well as psychological influences on the managers and also the workgroup. There occur major financial expenses in respect of the establishment. It can be proposed that the fundamental strategic aspect that the HR Managers are required employing in respect of addressing upwards bullying is to have an accurate recognition of the presence of upwards bullying as well as initiating strategies for assisting the managers when they are facing the aspect of upwards bullying.

Through the acknowledgement of the happenings relating to upwards bullying, companies will be considering the primary step to address the incidence of upwards bullying. Additional actions, like the implementation of support methods regarding the managers, will then be occurring. These actions in respect of the companies are considered being essential not just for the welfare of the managers, but regarding the workgroup as well as the company as well. Extensive factors relating to cultural changing aspects are intrinsic regarding this approach, which will not be underestimating the challenging situations related with the justifiable pressures regarding the company. The present research study as well as future follow-up study will be assisting in the exploration of the concept relating to upwards bullying. It will be adding as well, to the present body of information in the literature for workplace bullying, and also contributing to the aspect of providing information as well as assistance to the establishments towards the ways by which they will be addressing upwards bullying.

Workplace bullying is becoming a major as well as rising concern, which will be influencing a major part of the workers. The major damage that is caused by workplace bullying regarding health, social as well as individual stability of the staffs as well as the general organizational performance will be drawing attention towards the understanding of its development as well as emergence. The current research study is aiming towards the aspect of contributing towards the growth as well as implementation of measures towards the prevention of bullying within the staffs that will be holding managerial posts in the companies. Workplace bullying might be reducing the aspect of doing the adjustments regarding job demands as well as doing the improvement of job resources as well as situations.

Recommendation 

According to me, there the requirement for the implementation of a process relating to the management of the complaints, which can be trusted by the managers as well as the employees. There is also the requirement for providing the managers as well as supervisors with visual assistance when changes will be getting implemented, so that the changing scenarios will be appearing to be justifiable as well as deserved in the employee’s eyes. There is also the requirement for building improved associations with the employees, and discarding the ‘us v/s them’ mindset. Moreover, when changes will get planned, the organizations are required to have a careful consideration of the influence this will be having on the individual employees.

In addition, I feel that when a negative conflicting situation will be arising then the managers as well as staffs is required using assertive language, keeping emotions within control, asking questions as well as addressing the concerns. In respect of using assertive languages, it can be stated that passive as well as insulting language needs to be discarded as well as concentrating on the factors as an alternative to the individual issues. In respect of keeping the emotions within control, there is the requirement for communicating in a peaceful voice. In respect of asking questions, there is the requirement of doing it with the motive to learn as well as giving the other party the scope for explaining their viewpoint. In addition, in respect of addressing the concerns, there is the requirement for dealing with them whenever they will be arising.

In addition, I believe that there is a requirement for strengthening the grievance process. There does not occur the recognition of upwards bullying towards being a factor. Therefore, it is appearing that managers are feeling unsupported as well as hesitant towards the aspect of seeking support while facing a case of upwards bullying. This absence of support as well as issues regarding the seeking of support might be having harsh physical as well as psychological influences on the managers and also the workgroup. There occur major financial expenses in respect of the establishment. It can be proposed that the fundamental strategic aspect that the HR Managers are required employing in respect of addressing upwards bullying is to have an accurate recognition of the presence of upwards bullying as well as initiating strategies for assisting the managers when they are facing the aspect of upwards bullying.

Reflection

After completing the research, I have understood that in an organization, it is not only the junior employees but the managers who are in the senior position can face issues. Many a times, the issues faced by the junior employees are highlighted and the human resource management planning regarding the issues faced by the junior employees. The research helped me understand the issues that are being faced by the managers, especially the managers who are new to the organization. The employees who are seeking help might be crating the issues in the organizations.

Human resource department is one of the most integral parts of the organization as they look after the well-being of the employees. We have learnt that the human resource department should be working with close contact of the employees and keep a check on the behavior of the employees. The new employees in the organization should be given special attention as they are new to the system. They are also unaware of the past happenings in the organization. Not only the junior employees but the senior employees should be given proper attention.

Upward bullying was a new term to me when I started the research. I feel that the director or the CEO should look into the matter in a better manner whenever there is any issue in the workplace. It will help them in understanding the person who is creating the issue in the workplace.

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