MOTIVATION IN ORGANIZATIONS

1. Case Study on Motivation-
Workplace Bullies
Group Members:~
Abhishek Purohit
Aditya Saurabh
Akansha Shipra
Arya Hari Kumar
Devashish
Mahul Dhiman

16. So what should the managers do
to motivate the employee ?

18. Case Study on
Workplace Bullies
• In the given case, Madhu was a victim of Bullies at the organization
she worked.
• Madhu was looked down upon by her other staffs, colleagues and her
boss when she thought of giving some good suggestions or raised
high lightened points in meetings.
• She was finally exclude from the group when she resented to attend
an informal meeting against lack of pay incentive , saying, she was a
snob.

19. Bullies: a reason of stress…
• Unfortunately, due to this, she had to resign
from her job
• This clearly showed that she became a prey of
her Bullying Boss. (A bullying person is one
who is blustering, quarrelsome who habitually
badgers or intimidates smaller or weaker
people.
• Research data depicts-40% of bullies are
women, & women are their target 70% of
time.

21. Bullying Effect on Employee’s Performance
• Bullying affect the employee’s motivation and
behavior.The feel less motivated to go to work daily &
are unable to give their complete attention to work.
• This eventually affects their extra-role, job-
involvement and organizational citizenship
behavior.
Counter measures for Bullying Boss:
No help should be expected from co-workers because
they often blame the victims in order to resolve their
own guilt. So the person must act boldly with
complete confidence.

22. • In case of Madhu she was humiliated by her boss.
• All her colleagues are jealous of her.
• It shows lack of dignity and respect towards the
employee.
• Interactional Justice
Q:1-Workplace bullies demonstrates
a lack of which one of three types
of justice?

23. Q:2-What aspects of motivation might workplace
bullying reduce? For example, are there likely to be
effects on an employee’s self-efficacy? If so, what
might those effects be?
• If we consider Hierarchy of needs theory, in early theory of
Motivation there exists a hierarchy of five 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. By bullying an employee there will be a long
last effect on self-efficacy. He or She cannot drive to
become what they are capable of becoming. “The victims
may feel less motivated to go to work every day, they
continue performing their required job duties with fear,
some are less motivated to perform extra-role or
citizenship behaviors. Helping others, speaking positively
about organization, and going beyond the call of the duty
are reduced as a result of bullying”.

24. Q:3-What steps would you take to
try to reduce workplace bullying
occurrence?
Developing and implementing strategies and plans to minimize and control
workplace bullying.The strategies and plans should be designed to create long-
term change within the workplace and not used as a quick fix for the problem.
Developing a workplace bullying policy.
Establishing expectations of appropriate behavior and consequences of failing
to comply with expectations of appropriate behavior.
Developing a complaint handling and investigation procedure and appointing
persons-in-charge specifically to handle this procedure .

25. Providing training, information and awareness on
workplace bullying for all employees
Keeping records and information relating to
productivity, absenteeism, grievances, work related
injuries, disciplinary actions and so on.
Ensuring that the managers and other higher authorities
of the organization respond promptly and carry out
necessary actions on receiving complaints of bullying.
Keeping a record of the employees previously involved in
bullying and keeping a watch on them to ensure that the
same is not repeated again.

26. Q:4-What factors contribute
to workplace bullying?
There are a variety of reasons why a person may bully another person in the workplace. These
reasons may include:
Power
A person may use their position of power or their physical dominance over those who are
perceived to be weaker. The bullying is often dependent upon the perceived power of the bully
over their victim.
Self-Esteem
Bullies may put down others to boost their own self-esteem and confidence to help deal with
personal feelings of inadequacy.
Difference
An individual or group may become targets of workplace bullying because others perceive them
as being new or different.
Perceived Threat
Some people bully others because the other person is perceived as a threat to them
personally, or a threat to their position within the company.
Organizational Culture
The culture of a workplace is often shown by its values, beliefs and what is considered to be
normal behavior. When the culture is positive it encourages individuals to adopt appropriate
behaviours that promote respect of others. Conversely, employees may find themselves in a
negative culture where inappropriate behaviors and attitudes are encouraged or condoned by
management and bullying is seen as normal behavior for the majority of people in the

27. Are bullies a product of the situation, or do they
have flawed personalities? What situations and what
personality factors might contribute to the presence
of bullies?
Most of the bullies are products of situation and
some of them do have flawed personalities.
Employees might compare themselves to friends,
neighbors, co-workers, or colleagues in other
organizations or compare their present job with
past jobs”, in-equality in power and position,
these are situations contribute to the presence of
bullies. Negative and stressful working
environment, low self esteem are the personality
factors that might contribute to the presence of
bullies.