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1. How does workplace bullying violate the rules of organizational justice?

The Model of Organizational Justice divides the types of justices in three main categories such as Distributive Justice, Procedural Justice and Interactional Justice (Robbins 2013, p.223). The Organizational Justices model describe what is fair in the workplace to make the workplace an effective and a pleasant place, where everyone is treated as the same fairness. On the other hand, bullying is a neurotic need to displace aggression. Out of the three types of organizational justice, bullying most closely looks like interactional justice where the individual perceive the degree to which he/she is treated with dignity, concern and respect. Workplace bullying demonstrates a lack of Interactional Justice, and what one person may see as unfair another may see as perfectly appropriate (Robbins, 2013, p. 223). Interactional justice concerns fairness of how individuals treat one another (Robbins 2013, p. 223). However, workplace bullying is the opposite side of interactional justice such as persistent, offensive, abusive, intimidating or insulting behaviors, abuse of power or unfair sanctions which makes the individual to feel upset, threatened, humiliated or vulnerable. If an individual determines unfair treatment, his/her self-confidence goes down and it may turn in distress. Presence of bullying reflects the social atmosphere at workplaces. Perceptions of fairness in the organization policy will influence how employees evaluate the organizational justice and that can influence their attitudes, and behavior. Employees will base their perception on a feeling or an emotional reaction to how they think they are treated comparing to others ( Robbins 2013, p. 222). Workplace bullying is destructive for both individuals and organizations. In organizations where bullying is tolerated and accepted, a cycle is created that permits the demoralization of employees across the organization, and it affects not only targets but also witnesses. Based upon the aforementioned theories we can say that workplace bullying could be violated by avoiding interactional justice in organizations. The bullied employee will feel less motivated to go to back to work, so the impact on the organization is loss of productivity and lack of communication. At its extreme, a bullys behaviour prevents the creative and goal-achieving workplace. Thus, bullies challenge the integrity of the company.

Going back to Maslows Hierarch of Needs theory where are five hierarchy of needs: Physiological, Safety, Social, Esteem, Self-actualization, workplace bullying has moderate impact on Safety, Social and high impact on Esteem, Self-actualization of aspects of motivation. Also, bullying will affect employees self-efficacy. The bullied employee will feel less motivated to go to back to work, so the impact on the organization is loss of productivity and lack of communication. At its extreme, a bullys behaviour prevents the creative and goal-achieving workplace. Thus, bullies challenge the integrity of the company.