How to prevent workplace bullying

Nowadays wellbeing is a megatrend in private life as well as in working life and workplace bullying has its own part to play in it. Workplace bullying is an alarming sign of extensive issues within the organization and most likely it is due to problems in leading. The law demands employer to actively monitor the wellbeing of its employees and remove things that compromise the health and safety of employees. Avoidance of solving conflicts thoroughly lead to workplace bullying. Conflicts is the cause of unclear communication between employer and employees, bad atmosphere at work and stress. Bullying has a negative impact to the wellbeing of an employee. When employees don’t feel good at work it results in reduced productivity of the organization. This topic was studied for a franchising company which keeps growing. Three restaurants of that franchising participated to provide data for the study. The total number of employees of all three restaurants is total 25 staff members. Only 60 percent actively participated providing data for the thesis. For this reason, the results are applicable for the commissioner. The thesis focuses on how to prevent workplace bullying. The main objective of this research is to provide resources to prevent workplace bullying for the commissioner. In order to reach the main goal, the thesis aims to know: If employees have experienced bullying in their previous and current job, have the witnessed bullying, did superiors intervene and was it effective and do the superiors know how to handle it. Furthermore, if one of the employees has experienced bullying then what type of bullying it was. For this research an internet survey was created where employees could anonymously answer. In addition, to the survey a few employees were interviewed about the topic. The survey was open for all employees. The research and the results indicate that preventive actions are easiest and effective way to prevent bullying at workplace. Preventive actions such as presenting policies that affiliate with workplace bullying in the introduction phase of new employees and organizing development discussion to determine employee wellbeing were hoped from the employer. Furthermore, the respondents of the survey showed willingness to change their behaviour in order to make Social Burgerjoint an enjoyable place to work at. Overall the management of Social Burgerjoint have succeeded in creating an open and supportive atmosphere for their employees. However, its not completely possible for any workplace to avoid conflicts therefore, its important that the managers must consciously keep developing their working community