The general aim of this research was to explore managers’ perceptions of the
effectiveness of interventions aimed at eradicating workplace bullying, and to obtain
recommendations as to how such interventions might be improved or be effective in
eradicating workplace bullying. Workplace bullying has attracted considerable
attention globally among scholars, researchers, sociologists and organisational
psychologists, while locally the literature available on this phenomenon appears to
focus on its negative impact on both organisations and employees. Research also
explores the interventions organisations employ to eradicate workplace bullying. Most
of this research has been quantitative in nature, and so this study was conducted with
the aim of more closely exploring the lived experiences of participants; a qualitative,
exploratory and descriptive research design and approach were therefore adopted. A
purposive sample of ten line managers was selected for participation in the study, and
data were collected by means of semi-structured interviews. The literature review was
carried out with a view to conceptualising workplace bullying and its related constructs,
and to exploring interventions aimed at eradicating workplace bullying. This empirical
study therefore explored managers’ perceptions of the effectiveness of interventions
aimed at eradicating workplace bullying. A further intention of the study was to make
recommendations for the improvement of such interventions so as to benefit
organisations and their employees by ensuring a conducive environment that
enhances employee wellbeing and improves productivity, and in which bullying does
not occur. The research findings revealed managers to be aware of incidences of workplace
bullying in their organisation, with some managers having experienced it first-hand as
victim themselves, and others having been bystanders who witnessed others being
bullied. Managers mentioned witnessing different forms or types of workplace bullying,
and also identified a number of factors that contribute to and foster workplace bullying.
Those who had experienced and witnessed bullying testified to the detrimental impact
of workplace bullying in the organisation and on their fellow employees. Managers
were in agreement that there were interventions in place aimed at eradicating
workplace bullying in their organisation, and whereas they were in agreement that
those interventions were indeed to some degree successful, they were nevertheless
of the view that these could be improved, and made suggestions for improvement.
Die algemene doel van hierdie navorsing was om ondersoek in te stel na bestuurders
se persepsies van die doeltreffendheid van ingrypings wat daarop gemik is om
afknouery in die werkplek hok te slaan, en om aanbevelings te kry oor hoe om sulke
ingrypings te verbeter of meer doeltreffend te maak om afknouery in die werkplek hok
te slaan. Geleerdes, navorsers, sosioloë en organisasiesielkundiges wêreldwyd fokus
op afknouery in die werkplek, terwyl die plaaslike literatuur eerder kyk na die
negatiewe impak daarvan op organisasies asook werknemers. Navorsers ondersoek
ook die ingrypings wat organisasies inspan om afknouery in die werkplek hok te slaan.
Aangesien die meeste van hierdie navorsing kwantitatief van aard is, was die doel van
hierdie studie om die geleefde ervarings van deelnemers noukeurig te ondersoek; ’n
kwalitatiewe, ondersoekende en beskrywende navorsingsontwerp en -benadering is
dus gevolg. ’n Doelgerigte steekproef van tien lynbestuurders is geselekteer vir
deelname aan die studie, en data is deur semi-gestruktureerde onderhoude
ingesamel. Die literatuuroorsig is uitgevoer om afknouery in die werkplek en sy
verwante konstrukte te konseptualiseer, en om ingrypings te ondersoek wat daarop
gemik is om afknouery in die werkplek hok te slaan. Hierdie empiriese studie het dus
ondersoek ingestel na bestuurders se persepsies van die doeltreffendheid van
ingrypings om afknouery in die werkplek hok te slaan. Die studie het ook ten doel
gehad om aanbevelings te maak vir die verbetering van sulke ingrypings tot voordeel
van organisasies en hulle werknemers deur ’n omgewing te verseker waar afknouery
nie plaasvind nie en wat werknemerwelstand bevorder en produktiwiteit verbeter. Die navorsingsbevindinge het gewys dat bestuurders bewus is van die voorkoms van
afknouery in die werkplek in hulle organisasie; sommige bestuurders was self
slagoffers en ander was getuies van hoe ander afgeknou is. Bestuurders was getuies
van verskeie tipes afknouery in die werkplek, en het ook ’n aantal faktore geïdentifiseer
wat bydra tot en afknouery in die werkplek aanmoedig. Diegene wat afknouery ervaar
en aanskou het, het getuig van die nadelige impak van afknouery in die werkplek in
die organisasie en op hulle medewerknemers. Bestuurders was dit eens dat
ingrypings in plek is wat daarop gemik is om afknouery in die werkplek in hulle
organisasie hok te slaan. Alhoewel hulle saamgestem het dat daardie ingrypings wel
tot ’n mate suksesvol is, was hulle nietemin van mening dat ingrypings verbeter kan
word en het hulle aanbevelings vir verbetering gemaak.
Ndivho nyangaredzi ya ṱhoḓisisi iyi ho vha hu u lavhelesa kuvhonele kwa vhalanguli
kwa u shuma ha u ndingedzo dzo sedzaho kha u fhelisa u tambudzwa mushumoni,
na u wana themendelo dza uri idzo ndingedzo dzi nga khwiṋiswa kana dza kona u
bveledza u fhungudza u tambudzwa mushumoni. U tambudzwa mushumoni ho kunga
tshenzhemo khulwane u mona na dzhango kha vhorapfunzo, vhaṱoḓisisi, vhorasaintsi
dza zwa matshilisano na vhorasaikhoḽodzhi vha zwiimiswa; ngeno kha ḽino maṅwalwa
a re hone kha tshibveleli itshi a tshi vha o sedza masiandaitwa mavhi kha zwiimiswa
na vhashumi. Vhaṱoḓisisi vho dovha vha lavhelesa ndingedzo dzine zwiimiswa zwa
nga dzi shumisa u fhelisa u tambudzwa mushumoni. Vhunzhi ha ṱhoḓisiso idzi dzo vha
dza tshivhumbeo tsha khwanthithethivi, nahone ngudo idzi dzo dovha dza itwa hu na
ndivho ya u sedzulusa vhukuma tshenzhemo dzo livhanaho na vhadzheneli; nyolo ya
ṱhoḓisiso dza khwaḽithethivi, dza vhulavhelesi na ṱhalutshedzo na kuitele kwa hone zwi
ḓo dzhiiwa. Tsumbonanguludzwa ire na ndivho ya vhalanguli vha fumi yo khethwa u
itela u dzhenelela kha ngudo, ha kuvhanganywa data nga kha inthaviwu dzo
dzudzanywaho zwiṱuku. Tsedzuluso ya maṅwalwa yo itwa ho sedzwa u ṱalukanya u
tambudzwa mushumoni na zwi elanaho nazwo, na u lavhelesa ndingedzo dzo
sedzaho u fhelisa u tambudzwa mushumoni. Ngudo idzi dza empherikhala zwenezwo
dzo lavhelesa kuvhonele kwa vhalanguli kha u shuma ha ndingedzo dzo sedzaho kha
u fhelisa u tambudzwa mushumoni. Zwiṅwe zwe ngudo ya ḓiimisela zwone ho vha u
bveledza themendelo dza u khwiṋiswa ha ndingedzo idzi u itela u vhuedza zwiimiswa
na vhashumi vhazwo nga u khwaṱhisedza vhupo ho lugelaho hu khwaṱhisedzaho
mutakalo wa vhashumi na u khwiṋisa vhubveledzi, nahone hune ha sa vhe na zwiito
zwa u tambudzwa. Mawanwa a ṱhoḓisiso o bvisela khagala uri vhalanguli vha ḓivha zwiwo mushumoni
zwa u tambudzwa kha zwiimiswa zwavho, hune vhaṅwe vhalanguli vho no ḓilivhana
nazwo sa zwipondwa vhone vhaṋe, ngeno vhaṅwe vhe vhaṱaleli vhe vha vhona
vhaṅwe vha khou tambudzwa. Vhalanguli vho bula uri vho vha dziṱhanzi nga nḓila dzo
fhambanaho kana kha tshaka dzo fhambanaho dza u tambudzwa, na u topola
zwivhumbi zwo vhalaho zwine zwa shela mulenzhe kha na u bveledza u tambudzwa
mushumoni. Avho vho no zwi tshenzhelaho na u vha dziṱhanzi vho ṱanziela nga ha
masiandaitwa mavhi a u tambudzwa mushumoni kha tshiimiswa na kha vhaṅwe
vhashumisani navho. Vhalanguli vho tendelana uri ho vha na ndingedzo mushumoni
dzo sedzaho u fhelisa u tambudzwa mushumoni kha zwiimiswa zwavho, nahone vho
vha vha khou tendelana uri ndingedzo idzi dzo swika he dza vhuedza kha maṅwe
masia, fhedzi vho vhona u nga dzi tea u khwiṋiswa, vha dzinginya mihumbulo ya u
khwiṋisa.
