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- International Journal of Management (IJM) Volume 11, Issue 2, February 2020, pp. 114–121, Article ID: IJM_11_02_012 Available online at http://www.iaeme.com/ijm/issues.asp?JType=IJM&VType=11&IType=2 Journal Impact Factor (2020): 10.1471 (Calculated by GISI) www.jifactor.com ISSN Print: 0976-6502 and ISSN Online: 0976-6510 © IAEME Publication Scopus Indexed DIVERSITY: SOURCE OF BULLYING Dr. Priyanka Indoria Institute of Innovation in Technology & Management, Janakpuri, New Delhi, India ABSTRACT The study had explored the root cause of bullying and attempt to find out the relation of diversity with bullying. It also attempts to find out the association of bullying and different forms of conflict. Two staged random sampling is used. Data collected from 270 respondents suggest that there is bullying with respect to gender and religion which further gives rise to conflict and reduces the performance of the organization. Diversity brings changes that may or may not be welcomed and as a result of which people try to bully others majorly on the basis of gender and religion as a primary and secondary dimension of diversity. This study will help the organization to understand the reason for bullying with respect to diversity and suggest different measures for managing diversity so as to marginalize bullying from organization and society. Keywords: Diversity, Bullying and Conflict. Cite this Article: Dr. Priyanka Indoria, Diversity: Source of Bullying, International Journal of Management (IJM), 11 (2), 2020, pp. 114–121. http://www.iaeme.com/IJM/issues.asp?JType=IJM&VType=11&IType=2 1. INTRODUCTION Currently, one of the major challenges faced by organizations is diversity management. With globalization, the workplaces had become more diverse and its management is a big task for HR managers. Diversity has a different impact on the performance of the organization depending upon the situation. Diversity shows two faces as far as its impact is considered. The positive effects give a competitive edge to the organization however its negative effects are more severe and cannot be ignored. Since diversity brings changes, these changes bring bullying silently. Bullying is one of the major issues faced by organizations implicitly. Various organizations are dealing with it without knowing its root cause. Therefore, this paper attempt to find out the root cause of bullying. According to Helge Hoel (2003), bullying arise majorly because of three reasons. Firstly, people want to safeguard their self-esteem and in order to maintain it; they tend to undermine the talent of others. Deficiency of social competence makes people bully others to maintain their position in society. Lastly, the biggest reason for bullying is the imbalance in power (Indoria, 2017). Because of this people tend to withhold the information, do extensive monitoring, ignorance of a good idea or viewpoint and even shouting publically on the http://www.iaeme.com/IJM/index.asp 114 editor@iaeme.com
- Dr. Priyanka Indoria employees are the components of bullying. People from different background possess different/unique information which they may or may not share with others. In order to get a competitive edge in this competitive world, every information is important and needed to be shared at the right time and right place in the organization. Withholding information so that others don‟t get the benefit out of it is like refraining someone from his/her future growth. The victim feels emotionally injured and this further leads to different forms of conflict that are more severe for the organization. Hence, this study attempt to find out the root cause of bullying, its association with diversity and its outcomes. 2. LITERATURE REVIEW The present workplace is facing the biggest challenge which has emerged because of globalization. Diversity is defined as a variation or a change from the set standards. According to Cox (1993) “Diversity is the representation in one social system of people with distinctly different group affiliation of cultural significance”. Diversity exhibits a dual impact on the performance of the organization. Although it has many positive impacts, the adverse impact of diversity needs more attention of the policy makers, organization and even government. Some of the positive impacts of diversity are better problem solving, improved innovation, better decision making, and increased knowledge pool. Some of the negative impacts of diversity are conflict majorly, information conflict, emotional conflict and task conflict; cultural resistance and low group cohesion. One of the most severe repercussions of diversity is „Bullying‟ (Indoria, 2017). This is actually a connecting medium between diversity and different forms of conflict. According to Leymann (1996) workplace bullying is hostile and unethical communication directed in a systematic way towards an individual on a frequent basis and over a longer period. Lutgen-Sandvik (2007) defined “workplace bullying as the continual aggression (verbal and non- verbal), that includes social isolation, personal comments, and various other agonizing messages and unreceptive collaborations”. It is an interpersonal behavior that is unwelcome and unsolicited (Indoria, 2017; Jagatic, 2011). This study has considered three aspects of bullying: work-related bullying which includes withholding information, unrealistic deadlines, unmanageable workload, etc. Second is person-related bullying which includes unnecessary humiliation related to work, repetitive reminders of errors, etc. and the third aspect is physical intimidating bullying which includes being shouted at, physical abuse, etc. (Agarwal, 2017). According to Indoria (2017) there is a paradigm shift in the organizational culture to the bullying culture. Since a large number of employees are working in an organization, as an opportunity arises everyone wants to grab it, resulting in competition. This makes one winner among all. Success is achieved at the cost of others lose. As a result of this, people start harming others for the sake of their own success. This gives rise to bullying. It has become a vicious circle where people who are bullied, tend to bully others. An intervention from management and government is required so as to bring down bullying from the organization and ultimately from the society. The study tries to find out the factors of diversity that contribute towards bullying. According to Rosener (1991), there are two dimensions of diversity primary and secondary. Primary dimensions are those which are god gifted and secondary dimensions are those which are inherited from society. Since this study is done in the Indian context, both gender (primary dimension of diversity) and religion (secondary dimension of diversity) are the most debated topics; hence these two dimensions of diversity are used. This study would help the organization to find out if bullying exists on the basis of diversity with respect to gender and religion in the organization. http://www.iaeme.com/IJM/index.asp 115 editor@iaeme.com
- Diversity: Source of Bullying 3. OBJECTIVES To study the association of diversity with bullying To identify the causes of bullying To explore the major forms of conflict emerge because of diversity. 4. RESEARCH METHODOLOGY Due to the sensitive nature of the topic „bullying‟, the questionnaire is borrowed from the study of Aggarwal (2017), where the author had clearly defined the items of bullying. A survey was conducted in the healthcare industry where six multi-specialty hospitals were chosen for the study. A two-staged random sampling is done where the first stage is that the respondents should have an experience of above 6 months and the second stage is it should be a multispecialty hospital. The sample size is 270. Of the respondents 54.2% were males and 44.7% were females; 26.4% of the respondents are Hindu, 23.4% of the respondents are Muslims, 23.8% of the respondents are Christians and 25.3% of the respondents are Sikhs; 48% were having work experience of more than six months and less than one year, 38.8% had an experience of more than one year and less than five years and 12.1% had an experience of more than five years. ANOVA test used to investigate the factors supposed to influence the dependent variable (independent variable gender and religion). Cronbach's Alpha is 0.81. 5. FINDINGS AND DISCUSSION 5.1. Pervasiveness of Bullying The results of the study exhibited that when gender (primary dimension of diversity) is taken as one of the independent variables (shown in table 1) many factors found insignificant. Religion, humiliation, spreading rumors, being targeted, repeated reminders of errors, ignored opinion, false allegation and excessive sarcasm are the few factors whose p-value is less than 0.05. This simply means that these factors are contributing majorly towards bullying with respect to gender. Table 1 ANOVA TABLE (Gender is independent variable) ANOVA Sum of df Mean F Sig. Squares Square Between 12.405 1 12.405 16.895 .002 Religion Groups Within Groups 337.036 268 1.258 Total 349.441 269 Between 1.797 1 1.797 3.804 .052 Groups Experience Within Groups 126.632 268 .473 Total 128.430 269 Someone withholding Between .092 1 .092 .408 .623 information which affect Groups your performance Within Groups 60.560 268 .226 Total 60.652 269 Being humiliated and Between 1.437 1 1.437 6.182 .012 ridiculed in connection with Groups your work Within Groups 62.271 268 .232 Total 63.707 269 Being ordered to do work Between 63.219 1 63.219 . . below your level of Groups competence Within Groups .000 268 .000 Total 63.219 269 http://www.iaeme.com/IJM/index.asp 116 editor@iaeme.com
- Dr. Priyanka Indoria Having key areas of Between .092 1 .092 .408 .523 responsibility removed Groups Within Groups 60.560 268 .226 Total 60.652 269 Spreading of gossips and Between 1.437 1 1.437 6.182 .014 rumors about you Groups Within Groups 62.271 268 .232 Total 63.707 269 Between 63.219 1 63.219 . . Groups Being ignored or excluded Within Groups .000 268 .000 Total 63.219 269 Having insulting and Between .092 1 .092 .408 .530 offensive Groups remarks made about your Within Groups 60.560 268 .226 attitude Total 60.652 269 Being shouted at or being Between 1.437 1 1.437 6.182 .034 the target of spontaneous Groups anger Within Groups 62.271 268 .232 Total 63.707 269 Intimidating behavior such Between 63.219 1 63.219 . . as finger pointing, invasion Groups of personal space, shoving, Within Groups .000 268 .000 blocking your ways Total 63.219 269 Hints or signals from others Between .092 1 .092 .408 .723 that you should quit your Groups job Within Groups 60.560 268 .226 Total 60.652 269 Repeated reminders of your Between 1.437 1 1.437 6.182 .012 errors and mistakes Groups Within Groups 62.271 268 .232 Total 63.707 269 Being ignored or facing Between 63.219 1 63.219 . . hostile Groups reaction Within Groups .000 268 .000 Total 63.219 269 Persistent criticism of your Between .092 1 .092 .408 .523 errors and mistakes Groups Within Groups 60.560 268 .226 Total 60.652 269 Between 1.437 1 1.437 6.182 .014 Groups Having your opinion Within Groups 62.271 268 .232 ignored Total 63.707 269 Practical jokes carried out Between 63.219 1 63.219 . . by people you do not get Groups along with or made fun of Within Groups .000 268 .000 your personal Total 63.219 269 characteristics Being given task with Between .092 1 .092 .408 .423 unreasonable deadline Groups Within Groups 60.560 268 .226 Total 60.652 269 Having allegation made Between 1.437 1 1.437 6.182 .014 against you Groups Within Groups 62.271 268 .232 Total 63.707 269 Excessive monitoring of Between 63.219 1 63.219 . . your work Groups Within Groups .000 268 .000 Total 63.219 269 Pressure not to claim Between .092 1 .092 .408 .623 something you are entitled Groups http://www.iaeme.com/IJM/index.asp 117 editor@iaeme.com
- Diversity: Source of Bullying to do Within Groups 60.560 268 .226 Total 60.652 269 Being the subject of Between 1.437 1 1.437 6.182 .014 excessive teasing and Groups sarcasm Within Groups 62.271 268 .232 Total 63.707 269 Being exposed to Between 63.219 1 63.219 . . unmanageable workload Groups Within Groups .000 268 .000 Total 63.219 269 Threats of violence or Between .092 1 .092 .408 .523 physical abuse or actual Groups abuse Within Groups 60.560 268 .226 Total 60.652 269 Similarly, table 2 exhibits that the p-value for all the variables is less than 0.05. Hence it can be noted that all these variables are contributing towards bullying with respect to religion. Isolation, intimidation, overloaded with work with unrealistic time limits, sarcasm, and gender these are the major contributing factor which is playing a mediating role in enhancing bullying with respect to religion. Table 2 ANOVA Table (Religion is independent variable) Sum of df Mean F Sig. Squares Square Between Groups 5.187 3 1.729 3.732 .012 Experience Within Groups 123.243 266 .463 Total 128.430 269 Someone withholding Between Groups 3.364 3 1.121 5.206 .002 information which Within Groups 57.288 266 .215 affect Total 60.652 269 your performance Being humiliated and Between Groups 2.543 3 .848 3.687 .013 ridiculed in Within Groups 61.164 266 .230 connection with your Total 63.707 269 work Being ordered to do Between Groups 6.264 3 2.088 10.751 .000 work below your Within Groups 56.955 266 .214 level of Total 63.219 269 competence Having key areas of Between Groups 3.364 3 1.121 5.206 .002 responsibility Within Groups 57.288 266 .215 removed Total 60.652 269 Spreading of gossips Between Groups 2.543 3 .848 3.687 .003 and rumors about you Within Groups 61.164 266 .230 Total 63.707 269 Being ignored or Between Groups 6.264 3 2.088 10.751 .000 excluded Within Groups 56.955 266 .214 Total 63.219 269 Having insulting and Between Groups 3.364 3 1.121 5.206 .002 offensive remarks Within Groups 57.288 266 .215 made Total 60.652 269 about your attitude Being shouted at or Between Groups 2.543 3 .848 3.687 .015 being Within Groups 61.164 266 .230 the target of Total 63.707 269 spontaneous anger Intimidating behavior Between Groups 6.264 3 2.088 7.751 .000 such as finger Within Groups 56.955 266 .214 pointing, invasion of 63.219 269 personal space, Total shoving, blocking http://www.iaeme.com/IJM/index.asp 118 editor@iaeme.com
- Dr. Priyanka Indoria your ways Hints or signals from Between Groups 3.364 3 1.121 5.206 .001 others that you should Within Groups 57.288 266 .215 quit your job Total 60.652 269 Repeated reminders of Between Groups 2.543 3 .848 3.687 .013 your errors and Within Groups 61.164 266 .230 mistakes Total 63.707 269 Being ignored or Between Groups 6.264 3 2.088 9.762 .000 facing hostile reaction Within Groups 56.955 266 .214 Total 63.219 269 Persistent criticism of Between Groups 3.364 3 1.121 6.316 .002 your errors and Within Groups 57.288 266 .215 mistakes Total 60.652 269 Having your opinion Between Groups 2.543 3 .848 3.687 .016 ignored Within Groups 61.164 266 .230 Total 63.707 269 Practical jokes carried Between Groups 6.264 3 2.088 9.751 .000 out by people you do Within Groups 56.955 266 .214 not get along with or 63.219 269 made fun of your Total personal characteristics Being given task with Between Groups 3.364 3 1.121 7.347 .000 unreasonable deadline Within Groups 57.288 266 .215 Total 60.652 269 Having allegation Between Groups 2.543 3 .848 3.687 .013 made against you Within Groups 61.164 266 .230 Total 63.707 269 Excessive monitoring Between Groups 6.264 3 2.088 11.751 .000 of your work Within Groups 56.955 266 .214 Total 63.219 269 Pressure not to claim Between Groups 3.364 3 1.121 5.206 .002 something you are Within Groups 57.288 266 .215 entitled to do Total 60.652 269 Being the subject of Between Groups 2.543 3 .848 3.687 .010 excessive teasing and Within Groups 61.164 266 .230 sarcasm Total 63.707 269 Being exposed to Between Groups 6.264 3 2.088 9.751 .000 unmanageable Within Groups 56.955 266 .214 workload Total 63.219 269 Threats of violence or Between Groups 3.364 3 1.121 5.206 .002 physical abuse or Within Groups 57.288 266 .215 actual abuse Total 60.652 269 Between Groups 6.264 3 2.088 11.751 .000 Gender Within Groups 56.955 266 .214 Total 63.219 269 6. CONCLUSION This study contributes towards workplace bullying by studying its root cause, association with diversity and its impact on the performance of the organization. The major findings of the study emphasize a number of important avenues for future research that will help to understand the role of diversity in creating a bullying culture. 6.1. Theoretical Framework It is evident that there is a high level of bullying with respect to religion and gender. It is also evident that a person who is bullied in a way tend to bully others just for the sake of sadistic pleasure. According to Butler (2019), the power distance score for India shows a high level of power inequality, therefore people tend to (desire to) come in power by any means. Bullying http://www.iaeme.com/IJM/index.asp 119 editor@iaeme.com
- Diversity: Source of Bullying is one of the easiest ways to achieve their targets because they are aware of the fact that bullying makes the victim stressed and ultimately the performance of the victim will be reduced and therefore, he will be removed from the cat race for winning power. Figure 1 Theoretical Framework The figure above illustrates that diversity is the root cause of bullying. In this study gender and religion are found to be the root cause of bullying. Both are playing a moderating role in making bullying more severe. Since diversity has introduced variations or differences, it has become very difficult for human resource management to manage such a wide range of diversified workforce. Presently the Government of India is making various policies for women empowerment and gender equality. However, directly or indirectly certain evidences clearly show gender biases among the individuals. On an average females are found to be more introvert, reserve and less open- minded as compared to that of males. This glass ceiling could be taken as the drawback of Indian society. They are not given work according to their competency, skills, and knowledge. Intentionally or unintentionally very few opportunities come their way. Hence, it is evident that females are more likely to be victimized of bullying. The second mediating variable is „religion‟ which is even more fatal. According to a myth, certain religions confine women from excelling in their professional careers. Some people take this myth very seriously and believe women are made to do household work only. As a result of which, in the name of religion females are restricted to show their full competency and capabilities in their professional life. Moreover, after the attack of 9/11 Muslims are seen as an uncivilized part of society. Resulting unnecessary and excessive monitoring which refrain them from showing their competency at full throttle. However, Sikhs and Christian being a minority in Indian society feel as if they are humiliated for their dressing sense, their opinions and suggestion are ignored and are given unrealistic tasks and time limits. This further leads to conflict. Conflict in its severe form; generate three different forms of conflict. The most hazardous is emotional conflict. The majority of the respondents agree to the fact that bullying cause emotional harm to them which further leads to stress, absenteeism and further gives rise to informational conflict. People from different background and culture possess unique information which he may or may not share it with others either because of competition or trust or comfort. They sometimes withhold the information, or share it late or even sometimes they interpret the information in the wrong way. This further hampers the performance of the http://www.iaeme.com/IJM/index.asp 120 editor@iaeme.com
- Dr. Priyanka Indoria individual and leads to task conflict. This reduces the productivity and performance of the individual. Diversity brings resistance to change acceptance and intolerance in ambiguous situations. It has a direct negative impact on the productivity and performance of the individual and organization. India is one of the most diversified countries in the world. It shows unity in diversity. This study also revealed that there is a need of the hour to stand together for accepting diversity so as to eliminate the negative effects of diversity and enhance and spread the positivity associated with diversity. Individuals need to develop emotional intelligence to work with different favorable or unfavorable emotions in order to marginalize the negative effects of diversity: „Bullying’. Organizations need to carry out certain diversity acceptance training programs to reduce bullying and making certain policies to stop bullying and create an environment of equality. 7. LIMITATION Since this study is confined to the Delhi-NCR region the future studies can do this research in different parts of India. The sample size is only 270 so results may show more clear results when the sample size is large. Moreover, the issue is so sensitive the respondents even gives a cold heart to answer the questionnaire. REFERENCES [1] Agarwal, A. R, Workplace bullying among Indian Managers: prevalence, source and bystanders' reaction. International journal of Indian culture and business management, pp 58-81. 2017 [2] Butler, P, India Business Etiquette and Culture. Retrieved from International Business Center, 2019 [3] Cox, T, Cultural diversity in Organization: Theory research and Practices. San Francisco: Berrett- Koehler Publisher, 1993 [4] Helge Hoel, D. Z, Bullying and Emotional Abuse in the Workplace: International perspectives in research and practice. Taylor and Francis, 2003 [5] Indoria, P, Transformation of organizational Cultural Paradigm to bullying culture and the role of diversity. IOSR Journal of Business and Management, pp 50-55. 2017 [6] Indoria, P, Transformation of Organizational cultural paradigm to bullying culture and the role of diversity. IOSR Journal of Business and Management, pp 50-55. 2017 [7] Jagatic, L. K, North American perspective of hostile behaviour and bullying at work. Bullying and Harassment in the workplace: Development in Theory, Research and pracice, pp 31-61. 2011 [8] Leymann, H, The content and development of mobbing at work. European journal of Work and Organizational psychology vol 3 no 2, pp 165-184. 1996 [9] Lutgen-Sandvik, Burned in Bullying in American Workplace: Prevalence, perception, degree and impact. Journal of Management Studies vol 44, no6, pp 837-862. 2007 [10] Rosener, L. a, Workforce America! Managing Employee Diversity as a vital resource. United States: Irwin Publication, 1991 http://www.iaeme.com/IJM/index.asp 121 editor@iaeme.com
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