voice their dissatisfaction in a rude and unprofessional manner towards another .
co-worker. Tina is Debbie's assistant which could mean that Debbie may be a team .
leader for that particular room. As part of Debbie's job (room leader) she is a role .
model. She has the right to warn Tina that her work is unsatisfactory in a particular .
area, but she does not have the right to shout at her and criticize her. This is because .
Tina is an adult and not a child and Debbie is not her parent. Debbie is expected to .
respect her co-workers. Debbie needs to understand that when she was hired for the .
position she is getting paid for the knowledge and skills, and the ability to use those .
skills in collaboration with everyone else in the centre. Debbie is being hired as part .
of a team, and as part of that team, you are expected to treat every other team member .
with the same respect and professionalism that you expect from them. Debbie in .
short, bullied Tina, intimidated her, criticized, offended, degraded and humiliate her .
in the manner she addressed her (Robbins, 1996). .
What is the outcome likely to be if not dealt with.
Armstrong (1991), states that unsatisfactory behavior does not magically go away. It .
only gets worse when ignored. It is important to be aware that an incident like this can .
be detrimental to both the centre and the employees working within that centre if the .
situation is not properly dealt with. Some of the outcomes can be, .
David McCleland describes one motivating factor in people is the need for power.
Debbie's desire to control her environment, through a forceful and demanding.
way is shown in the tone of voice she uses as she explains her dissatisfaction in .
Tina work performance (Fraser, 2003).
Debbie can become use to voicing her dissatisfactions to staff member's in this.
manner doing it on a regular basis. When so called tough management' becomes the.
norm, it is very likely that other staff members will eventually either catch on or.