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PREVIEW:
1.1 In paragraph 1, the author states that bullying is a word synonymous with the type of conduct
expected in school playgrounds. It is not a word that is usually associated with the workplace.
In your own words, discuss 2 plausible factors from the text that may contribute to the
prevalence of workplace bullying.
Provide 2 of your own examples. (10
Marks)
Workplace bullying can be attributed to the abuse of power and a range of demeaning
behaviors that lower self-esteem, as outlined in the text. Firstly, the abuse of power by
individuals or groups in the workplace can lead to aggressive behavior, causing
discomfort or injury to others. This abuse creates a hostile environment that enables
bullying to occur. Secondly, the variety of insulting, demeaning, or intimidating behaviors
that undermine employees' self-confidence can escalate over time, leading to systematic
negative treatment of the victim.
Assignment: 01
Compulsory: Yes
Due date: 13 March 2024
Unique number: 285853
Purpose: The purpose of this assignment is to assess your critical reading skills. You are expected to
carefully read the article below and reflect on it in an academic manner by answering the assigned
questions in short paragraphs. Please note that when the assignment is being graded, students will be
penalized for using incorrect language. For example, sentences that are incomprehensible, have errors in
spelling, punctuation and structure are deemed incorrect and will attract penalties.
Instruction: Read the text below and answer the following questions in short paragraphs of not more
than 150 words each. Do not quote directly from the text unless you are instructed to do so.
New case deals with bullying in the workplace in South Africa
Staff Writer
1. Bullying is a word synonymous with the type of conduct expected in school playgrounds. It is not
a word that is usually associated with the workplace, notes Sibusiso Dube, partner at Bowmans
South Africa. However, bullying in the workplace is prevalent such that the new
Code of Good Practice on the Prevention and Elimination of Harassment in the Workplace
(Code), which took effect on 18 March 2022, has placed a positive duty on employers to play
their part in preventing bullying in the workplace, Dube said.
2. In terms of the code, Bowmans sated that bullying involves the abuse of coercive power by an
individual or group of individuals in the workplace and may involve aggressive behaviour in which
someone repeatedly causes another person injury or discomfort. Bullying includes a wide range
of insulting, demeaning or intimidating behaviour that lowers the self-esteem or self-confidence
of an employee and may be an escalating process in the course of employment in which the
complainant ends up in an inferior position and becomes the target of systematic negative social
acts. Verbal bullying may include threats, shaming, hostile teasing, insults, constant negative
judgment and criticism, or racist, sexist or LGBTQIA+ phobic language,” said Dube.
3. In South Africa, all forms of harassment related to one or more of the listed grounds set out in
section 6(1) of the Employment Equity Act, 1998 (EEA) or any other ‘arbitrary ground’, are
regarded as unfair discrimination. Harassment constitutes a barrier to equity and equality in the
workplace. As such, harassment, including bullying, must be eliminated from the workplace and
in any activity linked to, or arising out of work, the legal expert said. “The code describes
harassment, among others, as unwanted conduct which impairs dignity, and which creates a
hostile or intimidating work environment for one or more employees. A hostile work environment
will be present where conduct has a negative impact on the employee’s ability to work and/or on
their personal well-being. “Whether an employee has been a victim of bullying will depend on the
impact of the alleged bullying on the employee. The test is subjective, however, there may be
circumstances where employees believe they are being bullied and this perception is not
consistent with the views of a ‘reasonable person’ in the situation of the complainant.”
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