I hereby acknowledge that I assisted Mr. Knowledge Siyabonga Ngwane with editing in the preparation of his thesis entitled “Harassment in the workplace and its impact on staff performance: A case study of a South African tertiary institution”. Thus, high productivity is achieved. when activities and resources in the production transformation process add value to the products produced (Slack, Chambers, Johnstone & Betts, 2006:39).
Introduction and overview of the study
Introduction
Introductory background
- Growing concern about workplace harassment
- Harassment and bullying at work
- Legal framework
- Different forms of harassment
- South African legislation and harassment
- Performance
The Constitution of the Republic of South Africa and labor legislation will be discussed within the legal framework. According to the Industrial Relations Act (No. 66 of 1995), the purpose of labor legislation is to promote economic development, social justice, industrial peace and democratization of the workplace.
Reason for choosing the topic
Lester states that very few organizations have recognized the extent of harassment in the workplace. This topic was chosen with the intention of exploring the nature and extent of harassment and its impact on the performance of staff at the selected higher education institution.
Objectives of the study
While HR managers may face the occasional serious case of harassment, few organizations have considered the need to develop formal policies and procedures to address workplace harassment. This research builds on existing knowledge about workplace harassment and its impact on staff performance, provides a solid basis for implementing a harassment policy and provides a list of available help for employees who are victims of harassment.
Key questions to be answered
Problem statement
Some problems were so serious that some employees wanted to be transferred to other departments. Depression, anxiety, insomnia, shame and guilt, difficulty concentrating, headaches, fatigue or loss of motivation, stomach problems, eating disorders (weight loss or gain), alcoholism, feelings of betrayal and/or violence, feelings of anger or violence towards the perpetrator, feeling feeling helpless or out of control, elevated blood pressure, loss of confidence and self-esteem, withdrawal and isolation, general loss of trust in people, traumatic stress, post-traumatic stress disorder (PTSM), complex post-traumatic stress disorder, suicidal thoughts or attempts, and suicide are some of the psychological and health effects that may occur in an individual who has been harassed.
Broad problems to be investigated
Significance of the study
Pietersen (2007:61) believes that there is definitely a need for more in-depth research into the impact of workplace harassment – workplace bullying, discrimination and sexual harassment are needed in the South African work context. In addition, it is envisaged that drawing on international best practices will enable the study to incorporate various ideas into the best possible models for improving workplace harassment awareness in South Africa.
Principal theories underpinning the research
It considers the effects of the public context or environment on the acquisition, allocation, use and control of these resources. According to Cloete, one of the most striking international trends in public administration in recent years has been the rise of "New Public Management" (NPM).
Research methodology
- Case study
- Literature review
- Data gathering techniques
- Secondary data
The technique used for data collection in this research was the use of questionnaire for primary data and thorough literature analysis for secondary data. The questionnaire was initially pilot tested at the Ritson campus of the selected higher education institution using 10 members of academic and non-academic staff.
Data analysis
- Validity and reliability
- Ethical considerations
- Informed consent
- Study limitations
- Elimination of bias
- Delimitations of the study
Reliability of a research instrument refers to the consistency or repeatability of the measurement of some phenomena (Saunders, Lewis and Thornhill, 2003:299). A pilot study was conducted on staff at Ritson Campus of the selected HEI to ensure reliability of the data collection instrument, thereby improving the validity of the study.
Structure of the thesis
Finally, the researcher chose the selected HEI because, having been employed at the institution for over thirteen years, he was and is familiar with the institutional culture and staff. This chapter discusses the research methodology, research design, data collection and analysis, and the scope of the study.
Summary
Literature review part one: theoretical framework
Introduction
Workplace harassment
Although it is central to many definitions of school bullying (for example, Besag, 1989), intent is left out of the above definition. As the subsequent exploration of the phenomenon will show, this does not imply that the role of intent is unimportant in understanding harassment and the victimization process.
Public administration and public management
- New public management and higher education institutions
- A theoretical framework for the study of bullying and harassment at work
However, as Orr, Jaeger and Schwarzenberger (2007:4) point out, "the German higher education system has been subjected to many pressures created by the expansion of the system, and higher education has not been able to cope with these pressures on its own". Research efforts thus far have seen only limited systematic coverage of these issues: (1) There has been only limited investigation of the causal factors and antecedents underlying the occurrence of workplace bullying. 2) The different behaviors used in bullying that may be displayed by different offenders in different types of organizational settings need further investigation, as do the antecedents of different types of bullying behaviors.
Forms and directions of harassment and violence
This category recognizes the potential for manipulation of meanings involved in perpetrating harassment/violence. For example, restructuring, downsizing and relocation of communities can be legitimized by the negative stereotyping of the unproductive in the interest of progress.
Dimensions of cost
- Factors mediating the translation of risks into incidents and costs
The presence of risk factors for workplace harassment and violence is accompanied by probabilities that incidents will occur and costs will result. Harassment and escalated risks of overt violence often result from the conflict worsening over time (Einarsen, 2000a:64).
Workplace harassment and the law: emerging global response
- Australia
- Canada
- France
- Sweden
- United Kingdom
- United States
- European Union
- Additional legal and policy considerations
- Towards an effective legal response
In the new millennium, Canada has been at the forefront of embracing workplace harassment responses. Among the possible reasons are the decree itself, the difficulties faced by injured parties in seeking legal remedies... the reactions of employers, trade unions and the Labor Inspectorate... and... cultural and socio-economic factors.
South African employment laws influencing employment relationships
The law excludes members of the South African National Defense Force (SANDF), the National Intelligence Agency (NIA) and the South African Secret Services (SASS). Establishing employment equity plans and achieving numerical targets are also crucial aspects of the law.
Summary
The purpose of this Act is to promote economic development and social justice by establishing and enforcing basic conditions of employment. The requirement regarding compensation, deductions and termination does not apply to employees who work less than four hours per week (Basic Conditions of Employment Act No. 75 of 1997).
Introduction
Motivation
Need: an employee who has an unmet need for higher status in the organization where he/she works (Smit & Cronjé, 2002:345). Herzberg advises that the answer to the problem of motivation lies in the design of work itself.
Performance
The political perspective assumes that the value of a worker's performance depends on the supervisor's agenda or goals. These standards must be clearly communicated to employees and in the process should not demotivate employees by requiring them.
How motivation affects performance
Productivity
The task of management is to satisfy those factors that promote job satisfaction in order to create a climate of good performance and productivity. This concept refers to situations in which individuals extend their working hours beyond the official working day in order to.
Bullying and harassment in the workplace
- Conceptual models of harassment at work
- Theoretical framework for the study and management of workplace harassment…99
On a dyadic level, we can also focus on the dynamics of conflict escalation and the dynamic transaction between the perpetrator and the victim in the course of the conflict (Glasl, 1994; Zapf & Gross, 2001). The behavior of the perpetrator and the personal characteristics of the victim as well as the organization's reactions to harassment can be changed in the course of the process.
Introduction
Policy
They do prefer to know where they stand; people like structure and formalized HR policies can provide the guidelines they need. Formalized HR policies can be used in induction, team leader and management training to help participants understand the philosophies and values of the organization and how they are expected to behave within that context.
HR policy areas
The policy should also state that a special procedure will be available for handling complaints of sexual harassment. Finally, the policy should provide that sexual harassment is considered gross industrial misconduct and, if proven, will subject the individual to summary dismissal.
Formulating HR policies
Specific policies should cover the following areas: equal opportunities, diversity management, age and employment, promotion, work-life balance, new technology, health and safety, discipline, grievances, dismissal, substance abuse, smoking, AIDS, e-mail abuse and harassment in the workplace, for example, sexual harassment and bullying. A sexual harassment policy should state that sexual harassment will not be tolerated and that employees who experience sexual harassment will be given advice, support and counseling as necessary and that every attempt will be made to resolve the issue informally with the person being complained about and that help is provided to the employee to make a formal complaint if informal discussions fail.
Implementing HR policies
HR policies will exist in any organization, even if they are implicit rather than formally expressed. Personnel policy is subject to the influence of labor legislation, the Labor Relations Act and the Code of Good Practice.
Emotional intelligence
Miller and Stewart (1999:43) found that one-third of the employers in their survey consciously included emotional intelligence-type factors such as interpersonal skills in their frameworks. They conclude that there are clear connections between modes of competence and elements of emotional intelligence.
Motivation
To do this, it is necessary to understand the process of motivation - how it works and the different types of motivation that exist (Arnold et al. The needs-related model of the motivation process includes need, goal setting, action. and goal achievement.
Relationship between motivation, job satisfaction and money
The term job satisfaction refers to the attitude and feelings people have about their work. Other professionals see performance management as a tool used to focus on behavior change rather than paperwork.
Productivity
Performance management is a management tool that helps managers manage that is guided by the purpose and values of the business and is used to get solutions that work. Performance management is also what managers do: a natural management process based on accepted principles but operating flexibly.
Leading public human resources
House's path-goal model suggests that a manager should reward workers for achieving work goals. The leader uses task-oriented or relationship-oriented leadership according to the maturity of the worker.
Transformational leadership
Transformational leadership requires greater self-discipline from staff in exchange for greater trust from the leader. From the characteristics of transformational leaders and the process of transformational leadership, this approach to leadership will clearly serve the public manager, especially in times of turbulence.
Employee evaluation
Personnel programs are confirmed by evaluating personnel, for example by comparing the evaluation of a future employee during selection with his performance at the workplace. All these monitoring and evaluation measures are aimed at identifying trends and should enable corrective measures or improve the correct decision-making of the HR department.
Codes of employment
Once the employee has taken responsibility for the problem, create an action plan to fix the problem. The employee must be aware of the consequences if he does not follow the action plan.
Workplace harassment: the role of counselling
Offer this assistance when possible. e) Expect the employee to resist feedback and become defensive. The employee must take responsibility for his or her behavior and begin looking for ways to correct the problem. g) Develop an action plan to correct performance.
Counselling
Furthermore, the counseling of employees distressed by workplace harassment requires that the counselor understand the nature of the harassment drama and the different players involved (Einarsen & Hoel, 2008:164). In 2001, Wampold undertook a meta-analysis of counseling outcomes and estimated that only 1% of the variation in counseling effectiveness could be accounted for by the counseling model or approach.
Emotional competence and harassment
Most adults are unaware of the influence of intrapsychic processes and as a result their rational and sensitive response to situations becomes mixed with compulsive, fear-induced responses driven by a hidden inner distress. They justify their behavior based on business needs rather than recognizing that their hyperactivity is a substitute for the distress or anger they experienced but were unable to express when they did not receive the recognition or validation they sought as children desired.
Harassment drama
However, the drama triangle does not recognize the importance of a fourth role that is common in cases of harassment: that of the avenger. Counselors should encourage their clients to recognize that remaining in the harassment drama will not lead to justice and peace, but rather to a continuation of the situation.
Harassment drama and the organisation
The counselor's role is to demonstrate that vulnerability makes it easier for an individual to become a victim, but true vulnerability is strength when it allows a vulnerable person to recognize the reality of a difficult situation and encourages them to seek support and understanding. others instead of trying to take control of everything yourself. In order to work with the drama of harassment, counselors must work at this higher level if they are to gain an understanding of the patterns of behavior being enacted and to recognize their own vulnerability to becoming caught up in the drama (Page, 1999: 211). .
The wounded helper
To become an agent of the restorative self, organizations must balance their use of power with equity, vulnerability, and responsiveness to establish solutions that not only address the problem of harassment, but also address the root causes of harassment.
An integrated counselling approach
An integrated model of counselling
- Assessment
- Education
- Symptom reduction
- Integration and understanding
Firstly, there is a structured interview, which involves the counselor taking a life history of the employee, which gives the client the opportunity to describe what has led them to seek counselling. Each activity is discussed with the client and introduced flexibly in response to the client's needs.
New approaches in public resource management
Using visualization prior to the actual return to work can be extremely helpful in flushing out and dealing with some of these triggers. It is helpful to practice returning to work through visualization before actually returning.
Managing diversity
A vision must be developed of where the organization can and should be in relation to the current reality of diversity. This vision must then be compared with the current reality in terms of diversity.
Introduction
Signs of a harasser or bully
Previously, the law only covered sexual harassment by third parties, but the Equality Act 2000 extended this to other grounds, including race, disability, age and sexual orientation. Describing the third-party harassment provisions as unenforceable, he plans to consult on their removal.
Managing workplace harassment: the role of policies
To be able to design a policy, you must first consider the nature of the problem at hand. The style of writing communicates how much the owners of the policy want it to be used (Pilbeam & Corbridge, 2006:72).
Common mistakes in policy making and delivery
In harassment, this secrecy can leave us with no feedback loop to the rest of the organization. Implementation of the policy should work by ensuring that provisions for those using the policy are in place before any introduction.
Monitoring and review
It is essential that formal reviews of the policy and the data associated with it take place at least annually (Rayner & McIvor, 2008). Politics can then move with problems and organization as it matures away from destructive conflict (Einarsen et al.
Investigating complaints of harassment
Zero Tolerance for Harassment, which emphasizes how seriously any violation of the policy will be considered and highlights that disciplinary action may be taken depending on the seriousness of the violation. Fair treatment means that a person accused of harassment must know what he or she is being accused of and the exact nature of the complaint.
Investigative responsibilities
The investigation process
Barriers to a fair hearing
Summary
Research design and methodology
Introduction
Research design
Importance of research
Kinds of sampling
Description of the target population
Drawing the sample: computer‐aided random sampling
Data collection techniques and selection
Data‐collection methods
Description of the questionnaire
Pre‐testing
Pilot testing
Organisation and administration of questionnaire
Editing
Coding
Validation
Ethical clearance
Statistical techniques and analysis of data
Summary
Data analysis and interpretation of results
Introduction
Analysis of questionnaire returned
Summary
Findings, conclusions and recommendations
Introduction
Summary of the major findings pertaining to the key research questions
- Forms of workplace harassment taking place at the selected HEI
- Extent of workplace harassment at the selected HEI
- The impact of workplace harassment at the selected HEI
- Workplace harassment, performance and of individuals at the selected HEI
- Prevention of workplace harassment
Linking the current study with the previous research
Conclusions of previous research linked to the current study
Recommendations
Recommendations of past studies related to research
Contribution to knowledge
Directions for future research
Summary
