In this paper I will discuss the characteristics of the four theoretical paradigms of workplace bullying after Samnani (2013) and make an analysis of their strengths and weaknesses.
According to Bratton and Gold, workplace bullying is defined as a personalized attack from one employee to another employee that takes place on a constant basis for a certain time using emotionally threatening behaviors. As a result the employee's self-esteem, self-confidence and work-competence could be injured. Moreover, the imbalance of power between perpetrator and victim needs to be considered. Workplace bullying needs to be taken as a serious issue since its effects are not only limited to the performance of the people involved but also to the whole organization.
The four theoretical paradigms, as mentioned by Samnani, are: Functionalism, Interpretivism, Critical Management Theory, and Postmodernism. They differ in causes of workplace bullying, philosophical beliefs, and implications.
There are three major areas in workplace bullying literature: One is the mostly qualitative measured prevalence rate of workplace bullying in a country, organization or industry. Secondly there are identifying antecedents of workplace bullying, and last of all the physical, psychological and work-related consequences for the bullying victim of workplace bullying. For brevity’s sake the focus of this reflection paper will be on the antecedents of bullying.
Table of Contents
1. Introduction
2. Functionalism
3. Interpretivism
4. Critical Management Theory
5. Postmodernism
Objectives and Topics
This paper examines workplace bullying through the lens of four distinct theoretical paradigms as outlined by Samnani (2013). The primary objective is to analyze the characteristics, philosophical foundations, and methodological approaches of each paradigm, while assessing their respective strengths and weaknesses in understanding bullying behavior within organizational settings.
- Theoretical paradigms of workplace bullying (Functionalism, Interpretivism, Critical Management Theory, Postmodernism).
- Antecedents of bullying and the influence of personality, demographics, and leadership.
- Methodological differences between objective/quantitative and subjective/qualitative research.
- Organizational power dynamics, control systems, and their impact on employee well-being.
- Practical and ethical implications for creating fairer organizational environments.
Excerpt from the Book
Functionalism
This first paradigm is based on “understanding and explaining the order and regularities of social affairs while approaching subject matter from an objectivist perspective” (Samnani 2013, 28). Functionalism is in many cases the basis for other approaches. The main focus of functionalist research is to provide practical solutions for the problems (Samnani 2013).
According to Burrell and Morgan (2005) the Functionalism in the twentieth was influenced by German idealistic traditions from Max Weber, George Simmel and George Herbert Mead. Since the 1940s (also) certain Marxist influences changed the Functionalism as well (Burrell and Morgan 2005).
In case of workplace bullying there are three main variables aspects: Personality, Demographics, and Leadership (Samnani 2013).
Focusing on the antecedents of bullying there have been researches about the influence of personality characteristics of the target relating to workplace bullying. It is implied that it is more likely to become a victim of bullying if the employee had a higher level of anxiety and sadness. Furthermore, demographics such as race or ethnicity are connected with workplace bullying. Also the leadership plays an important role, as for instance laissez-faire leadership can easier lead to workplace bullying compared to other kinds (Samnani 2013).
Chapter Summary
Introduction: This chapter defines workplace bullying as a personalized attack and introduces the four theoretical paradigms that will be analyzed in the paper.
Functionalism: This chapter explores the objectivist paradigm that seeks practical solutions for organizational problems by examining variables like personality and leadership.
Interpretivism: This chapter focuses on the subjective experiences of participants, using symbolic interactionism to understand the meaning victims attribute to their bullying experiences.
Critical Management Theory: This chapter discusses how systemic power imbalances, hierarchy, and dehumanizing management practices contribute to workplace bullying.
Postmodernism: This chapter examines workplace bullying through the concept of control and Foucauldian power theories, highlighting how management can frame bullying acts as normal processes.
Keywords
Workplace bullying, Functionalism, Interpretivism, Critical Management Theory, Postmodernism, Organizational behavior, Victim precipitation, Symbolic interactionism, Power dynamics, Employee well-being, Antecedents, Research paradigms, Qualitative research, Quantitative research, Management practices.
Frequently Asked Questions
What is the fundamental focus of this paper?
The paper explores the phenomenon of workplace bullying by analyzing four specific theoretical paradigms: Functionalism, Interpretivism, Critical Management Theory, and Postmodernism.
What are the primary thematic areas covered?
The themes include the definition of workplace bullying, the antecedents of bullying behavior, the philosophical differences between research paradigms, and the ethical implications of organizational control.
What is the central goal of this research?
The goal is to discuss the characteristics of the four theoretical paradigms as proposed by Samnani (2013) and to provide an analysis of their respective strengths and weaknesses.
Which scientific methods are discussed in the work?
The paper discusses both quantitative methods, often used in Functionalism to measure variables, and qualitative methods like interviews, ethnography, and narratives, which are favored by Interpretivism and Critical Management Theory.
What topics are covered in the main body?
The main body systematically reviews each of the four paradigms, detailing their theoretical roots, their approach to workplace bullying, and the practical/ethical implications derived from each perspective.
Which keywords best characterize this work?
The work is characterized by terms such as workplace bullying, theoretical paradigms, organizational power, and employee well-being.
How does Functionalism differ from Postmodernism in its view of bullying?
Functionalism views bullying through an objectivist lens, often focusing on measurable variables like personality to find practical solutions, while Postmodernism rejects a single objective truth and focuses on how systems of control and power normalize bullying behaviors.
Why is the concept of power central to Critical Management Theory?
In this theory, power is seen as systemic and structural; the management structure itself, including its demands for order and performance metrics, is considered a significant factor in fostering bullying incidents.
What role does symbolic interactionism play in Interpretivism?
Symbolic interactionism is used as a framework to explore how employees interpret their bullying experiences, allowing researchers to capture the emotional pain and subjective meaning behind the victims' accounts.
- Quote paper
- Anonym (Author), 2014, Four theoretical paradigms of workplace bullying, Munich, GRIN Verlag, https://www.grin.com/document/364505
