Cultural report on workplace bullying in Israel Essay

Cultural report on workplace bullying in Israel - Essay Example The problem Ayoko et al (2003) states that lack of proper employee and multicultural management leads to workplace bullies. This is normally characterized by name-calling, taunting, teasing or even sexual harassment. The situation is much worse if the company or organization’s management is involved in the bullying of employees because the affected employees have no one to run to for help. It also reduces the chances of such a vice fading away. Such a case of management involvement in bullying employee has been reported in this textile company. Employees especially those of Australian origin have reported that they are being bullied by the company management. Some of the employees have reported that they have been called names while some of them have reported constant taunting and teasing. According to Brodsky (1976), bullying makes the workplace unbearable for bullied workers. It also impacts negatively on their productivity. This is to say that bullying kills their morale an d motivation. Bullying of employees by company management makes workers to develop a negative attitude towards the company and hence they put little or no efforts to see to it that its production levels increase. Wiedmer (2011) explains that when bullied, workers who are innovative in nature and those who are good at identifying new markets go mute. This means the company is directly loosing a lot as a result of its discriminative management. Apart from affecting employees, the negative culture has also impacts negatively on the management practice. For example, it makes the management to loose the respect of employees. This means that the rate of taking instructions reduces because the employees are no longer willing to co-operate with the management. Some could also be on a revenge mission to see to it that the company records poor performance so as to taint the image of the oppressive management. Bullying taints the credibility of the management. Crawford (1997) explains that emp loyees loose usually confidence in a management that participates in jokes that are racially and even sexually offensive. According to De Dreu (2007), bullying of employees by management can divide the management along racial lines. For example though this textile company is Australian based, not all its management is of Australian or Israeli origin. Some of its members therefore feel bad to see their fellow citizens being bullied or discriminated by a section of the management. Alternative Solutions Alternative solutions to bullying as an evil culture of bullying touch on the management as well as the employees. Such measures will ensure that the culture does not simply shift from the management to the employees or become a collaboration between sections of the two. First, the company should create a company culture that not only accepts but also appreciates the variations that every employee brings to the workplace. Ashforth (1994) states that the new culture should enable the man agement as well as the employees to recognize, appreciate and most importantly, to respect variations between cultures. The company should also develop an amalgamated culture from all the cultures represented in the company. Saam (2010) explains that such a unifying culture will form a common basis of conduct for all the employees irrespective of their cultural backgrounds. The company also should develop employment policies then