One subsystem of behavioral analysis is the influence of actions and actors on the perceived severity of workplace bullying. Workplace bullying is a form of employee abuse. Half of American workers have witnessed or who been a victim of one or more forms of mistreatment at work. Workplace bullying does occur frequently and it does pose a serious consequences for individuals and organizations. Workplace bullying does include many intentionally malicious verbal and non-verbal behaviors, which does increase in cruelty over a duration of time. The behaviors is aimed at a specific target in the organization by one or even more perpetrators where the target perceives there is a power disparity. Bullying severity is very important component of workplace bullying, which does affect a host of important individual, organizational and social outcomes. Workplace bullying does increase job dissatisfaction of targets and it does increase the likelihood in which the targets will leave their organization. This does apply to the bystanders who do witness workplace bullying because if management is not doing something to stop the bullying in the workplace it can happen to the ones who are just witnessing the bullying so they fear they will become victims of bullying. Because the targets most likely to respond to workplace bullying based on their perception of the severity of the bullying they experience it will be in the best interest of the organization to understand the determinants of those perceptions (Meglich, Faley & Dubois, 2012). Organizations has to realize even if there is no employee complaints of bullying it does not mean that it does not exist in their workplace. Industrial organizational psychologists will need to train both human resource professionals as well as line managers to recognize workplace bullying, which could help identify and to mitigate a multitude of related negative organizational outcomes (Meglich, Faley & Dubois, 2012).
A hypothetical situation would be is a person who is a very good worker always reliable and on time gets bullied and management does not recognize it or do anything about the situation they may lose a good employee over the bully. Working in the field of industrial organizational psychology is a rewarding and fulfilling job because I would be helping others to thrive for their excellence in what they do.
Meglich, P. A., Faley, R. H., & Dubois, C. Z. (2012). The influence of actions and actors on the perceived severity of workplace bullying. Journal of Management Policy & Practice, 13(1), 11-25