Can someone help edit my paper

( I )

The University of Arizona Global Campus

Challenges of Workplace Bullying in the Fast-food Industry

--Manuscript Draft--

Powered by Editorial Manager® and ProduXion Manager® from Aries Systems Corporation

Dissertation Proposal

Challenges of Workplace Bullying in the Fast-food Industry 1

Challenges of Workplace Bullying in the Fast-food Industry

Katrina Ingram

The University of Arizona Global Campus Organizational Development and Leadership December 19, 2020

Katrina, you must format your title page following the Dissertation Handbook guidelines. Please see Appendix D for the format you should use. Note that a dissertation should NOT have headers, and page numbers should be formatted for the center bottom of the page. The front materials are numbered i, ii, iii, etc. Page 1 starts with the first page of text. See Appendix C for pagination and formatting information.

Then, in your proposal, you must include all the pages associated with the front material. See Appendix C of the Dissertation Handbook for requirements. You won’t be able to write all the front material (for example, your Table of Contents will be incomplete and you can’t write the abstract until you are finished with the study). However, you should create “placeholder” pages for each of these required elements

Your proposal and subsequently the dissertation should be formatted with margins of 1.25 inches on the left and 1 inch on the right, top and bottom.

CHAPTER 1: INTRODUCTION

Between 2008 and 2019, the incidence of workplace bullying has grown by 19%. As indicated by in a study led by Monster.com (date??), shows that almost 94% of 2,081 representatives participants experienced harassment in the working environment. Through the Monster.com overview, over Comment by Sundstrom, Peggy: If this is your source, there is an author listed. You don’t have this source in your reference list. Comment by Sundstrom, Peggy: There is some interesting information here, but Monster.com is in no stretch of the imagination a scholarly source, so to depend on a study sponsored by the company for the introduction to your dissertation isn’t a very strong way to begin.

51.1% of laborers state they were bullied by a leader. Such demonstrations of bullying were done as forceful email tones (23.3%), colleagues' negative tattle (20.2%), and shouting from different

laborers (17.8%). Bullying has become much more common in the fast-food industry (Robinson,

2019). The fact that nearly 4 out of 10 professionals have been bullied by a coworker is a Comment by Sundstrom, Peggy: This doesn’t match what you said above in the Monster.com study. You need to make sense of the varying statistics.

startling statistic (Robinson, 2019). Al-Karim (2013) defined workplace bullying as “harassment, social exclusion, and offensive behavior towards another individual affecting the individual’s work” (p. 291). For an individual to claim victimization to bullying, the act of intimidation must occur repeatedly and regularly (Al-Karim, 2013). Bullying can be in the form of forceful interaction, email communication, talking loudly and disrespectfully to another, ridicule, mocking, allegations of harm, or gossip. Actions may occur daily for some victims. Bullies tend to seek out their target victims, causing unwillingness to perform their tasks in the organization.

The exploitation of others workers in the fast-food industry can hamper their performance, creating a barrier to what?. Undocumented workers, homegrown laborers, and fast-food laborers have been discovered to be the most powerless against badgering, however they are not alone. Source?? The low-wage laborers who are undocumented settlers face extra obstructions because of their immigration status. They dread losing their employment, yet in addition extradition in reprisal for revealing provocation. It is along these lines especially hard for undocumented workers to report and look for help for provocation and harassing. Another critical obstruction that impoverished workers face is the very actuality that they are totally reliant on their positions, asmostas most of them live check to check and frantically need their responsibilities jobs to remain alivesupport themselves. This creates additional fear of losing their pay, a dismal reality since they are utilized voluntarily, which implies that a business can end the worker’s employment with or without cause, if the end does not Comment by Sundstrom, Peggy: Define Comment by Sundstrom, Peggy: Something missing here. Doesn’t make sense. Comment by Sundstrom, Peggy: Ending the worker would imply killing them. You mean end their employment

violate the law. Ayers (2017) indicated that in 2014 the States of California, Utah, and Tennessee made it a requirement for all companies to include an abusive conduct training to be added to their biannual meetings for supervisors. This training provides the tools necessary to detect poor behavior; and victims of bullying, and to manage bullying incidents before they escalate into

more significant problems for the victims.

Working in the fast-food industry requires working at a rapid pace to service the customers. When the goals were unreachable in servicing, the customers’ attitudes may be negatively impacted, creating tension and hostility towards managers and workers. Victims of bullying in the fast-food industry have expressed their emotional state as being a malicious act, cruel, and a form of not being in control of other feelings (Juvonen & Graham, 2014). Victims may seek statutory protection from bullying but soon realize there is scant legal protection against this form of abuse because it often falls outside the discrimination-protected worker classifications of sex, race, or disability (Davenport, et al, 2002, Yamada, spacing? Comment by Sundstrom, Peggy: I wonder if this is misinterpreted. An emotional state isn’t cruel, or a malicious act. Please go back to the source and make sure this is correct. Comment by Sundstrom, Peggy: No comma here.

2000). Nielson, (2012) explained that the exposure to the bullying behavior might be perceived as a threatening act where victims may suffer psychologically and physiologically, with the feelings of worthlessness within the workplace environment. When bullied, employees start to feel a sense of inability and their performance will begin to decline. At the point when you aresomeone is being harassed, you they can feel continually unreliable and careful. It Bullying has a major mental and enthusiastic effect—you the victim of bullying can feel unaccepted, disconnected, irate, and removed. Sources?? Individuals who are frequently absent from work because of bullying may cause tasks to be left incomplete, deadlines unmet, and a resulting loss of profit. Employees who are being bullied fear going to work and devote their time and energy to developing escapes tactics. Sources? In all reality, the employees that who decide to show up for work will have to take on the responsibility for those who decide not to come in to work. Comment by Sundstrom, Peggy: Don’t use personal pronouns. Use a noun. Comment by Sundstrom, Peggy: Unreliable in what way? Careful in what way? Comment by Sundstrom, Peggy: ? Probably not. Incorrect choice of word.

An antagonistic work setting is a basis for workplace bullying. Employees tend to pressure themselves and experience pressure from leaders in the business to complete an assigned task. Research from the Workplace Bullying Institute (WBI) stated that 19% of Americans workers are victims of bullying acts, whereas another 19% are witness to the incidents taking place in the workplace (Namie, 2017). Further research from the Workplace Comment by Sundstrom, Peggy: This is different than the statistics in the first paragraph of this section. Reconcile all the different numbers, please.

Bullying Institute showed that 38% of American workers are aware of the abusive behaviors that take place in a business, whereas 60.4 million are affected by the acts of mistreatment (Namie,

2017).

In the fast-food industry, Hispanics make up more than any other ethnic group of in the workforce, especially in states like Texas and Florida (Coloroso, 2003). Since they are the demographic most often employed in fast-food restaurants, they are the most affected by workplace bullying in this industry. Fast-food restaurants work on deadlines to accomplish goals set by the company. With the pressure of achieving such goals, poor behavior can develop

among employees and supervisors. It is critical that the company, managers, and owners understand the issues and take immediate action to protect their workers and their organization from the effects of bullying (Ayers, 2017). If not, the primary outcome can be harm or injury to victims and workgroups, and impediment of administrative objectives and procedures. The organization ensures the most when poor behavior is left unimpeded. Comment by Sundstrom, Peggy: Misuse of the word “ensures.” Rethink and rewrite.

Page Number Goes Here in the footer so you need to define a footer.

Mental, physical, and financial issues seem to plague persons working in the fast-food world industry because of an unhealthy work environment. Previous studies have shown that workplace bullying will influence victims and the increase costs to the establishments (Bano & Malik, 2013; Einarsen, 2009; Namie & Namie, 2009; Porath & Pearson, 2013). Physical and mental health problems of victims seem to beare the typical consequence of bullying in the workplace. Individuals tend to develop health problems from worrying about what the perpetrator will do next and not being able to control the types of incidents that may occur. The financial consequences for workers are that victims may skip work because of the bullying they have experienced. Missing work will decrease the number of hours an employee will work, resulting in reduced wages, which may leave the person unable to meet their financial obligations. With the proper training of workers, leaders, and managers in the fast-food industry, some incidents of bullying may be prevented, and policies may be put into place to protect those who may become targets of the bullying (Fast et al., 2012).

Background of the Study

Since 2007, bullying in the fast-food industry has affected 1 in 3 employees and continues to be a significant issue in that field today. While all forms of bullying are not identified, Davidson and Harrington (2012) indicated that bullying may include “stalking, a form of criticizing in front of colleagues, patronizing remarks, and personal insults” (p. 95). Several Rresearchers (like who? List some of them here) have tried to outline the many forms of workplace bullying, but it is difficult to list all kinds of bullying behavior in the fast-food industry. Why? What is the explanation? Insufficient training in the workplace can create stress or a traumatic impact on a person's life, attitude, performance, and business operation (Davidson & Harrington, 2012). Some employees who work under stress and pressure not only perform poorly on the job, but their personal life may suffer as well. Comment by Sundstrom, Peggy: Again, another statistic that is different from the other statistics about the incidence of bullying. Comment by Sundstrom, Peggy: And how does this relate to bullying?

Bullying in the fast-food industry occurs about 25% of the time monthly, averaging 35% of Hispanic workers feeling bullied (Ayers & McKenzie, 2017). Even though the proportion of workers reporting bullying is high, the incidence of workplace bullying may be even higher since most older employers feel the need not to report such acts. Source? Most older workers are afraid they would be retaliated against if they reported acts of bullying. The older workers feel that their voice will not be heard if a complaint is filed, and action against the preparator will not take place. Source? Addressing harassment in the workplace can prevent the victim from missing work, which will create more havoc for the employee from other workers or leaders of the company. When one manager overrides the actions of a subordinate or employee, other leaders of the company may follow suit to do the same act against that person. And, why are you making this point? Tie it to something about bullying or eliminate the sentence. Providing the proper training for all business leaders will ensure they understand that bullying behavior is unacceptable and will not be tolerated by the hierarchy of the company. Training on this subject matter will also allows leaders to communicate effectively with other members of their team and employees on the Comment by Sundstrom, Peggy: Explain what you mean. Think you mean that 25% of victims of bullying report that bullying occurs about once a month. That’s not a very definitive piece of information. When does the other bullying occur? Comment by Sundstrom, Peggy: Illogical. Rethink and rewrite. If you prevent the victim from missing work it should reduce the havoc of missing workers.

consequences that can lead to this type of performance in the organization.

In a fast-paced operation, workers train to work at a pace that is required to maintain production. If they cannot maintain the pace required, the leader may criticize their performance, or other co-workers may ridicule them for not being able to keep up. Leaders are always trained to detect bullying behavior and be able to pinpoint when an individual is being victimized. When a worker is continuedly bullied in the workplace, stress starts to build and may cause the Comment by Sundstrom, Peggy: You just said that leaders needed to be trained. Are they always trained? Probably not. Comment by Sundstrom, Peggy: Not a word. You may mean continuously or continually.

employee more problems than they expect. Bullies find a weakness in their target and use it to stalk, torment, ridicule, and intimidate the victims and make their lives and work involvement intolerable. Baskin (2016) reported that working in the fast-food industry is unpredictable and that the environment is hard to control by the employees, which can produce anxiety. Employees Comment by Sundstrom, Peggy: Do employees ever expect problem? Rethink and rewrite.

go to work to do a job, but when there is an issue intimidation comes into play, and the workers experience an environment that is unpleasant to work in. Employees who are new to this industry and cannot handle pressure will find themselves anxious and exhausted trying to keep up or unable to maintain a position in the company (Baskin, 2016). The reason being is that because some workers do not work well under pressure and find themselves not able to keep up with production or simply unable to do the task assigned to them. Comment by Sundstrom, Peggy: Pretty benign word. Do you mean intolerable?

Employees working in the fast-food industry must maintain production levels to keep up with the day-to-day operation. Not maintaining that production level creates problems for the business and the individual. Problems that arise due to low production rate may include managers giving corrective feedback to that employee or other co-workers complaining about the employee not handling his or her workload. In the instanceIf this situation turns into an act of bullying, leaders should have the training and knowledge to detect such acts and implement the policies and procedures in place to eliminate stop bullying before it gets out of hand. Bullying creates anxiety in its victims making it hard for them to achieve success or concentrate on their task at hand. Source?? Comment by Sundstrom, Peggy: New paragraph

Understanding the reasoning behind bullying in the workplace has been the discussion of researchers for some time now. An early investigation into workplace bullying began in 1980 with a substantial amount of data available on the topic (Namie and Namie 2009). Since November 2005, the public interest in the undesirable outcomes resulting from workplace bullying and other forms of aggressive social behavior has prompted further research (Hershcovis, 2011). Namie and Namie (2009) stated that much research has been conducted abroad on this topic but that research is still in the initial stages in the United States. As an agreeable immigrant nation, Where is the rest of this sentence? The rest of this paragraph? Comment by Sundstrom, Peggy: Where did the data come from? This sentence is not impactful unless you explain the situation. Comment by Sundstrom, Peggy: Use the ampersand symbol Comment by Sundstrom, Peggy: Why? Why are you identifying this data as being consequential? Something must have happened. Otherwise, this is not a meaningful statement if you can’t explain it. Comment by Sundstrom, Peggy: Missing verb

Problem Statement

Workplace bullying has become prevalent in the global workforce often resulting in traumatic consequences for victims. Nielsen, M.B., Matthiesen, S.B. & Einarsen, S. (2010) indicated that 14.6% percent of workers at all organizational levels experience bullying. Workplace bullying is an offense that is created directed towards an individuals who seems less defensive defenseless and unable to protect himself/herselfthemselves. As individuals, we often think of w Workplace bullying is often thought of as a person-to- person offense but is a part of Internet bullying or through social media relevant to the business. The focus of this study is to determine how to manage and eliminate workplace bullying in the fast-food industry. Working in such a high pace setting tends to disrupt behaviors as well as attitudes as workers trying to reach meet deadlines and productivity goals?? set by the company. Generally, bullying tends to affect the way others feel about themselves, resulting in low self-esteem, low morale, declining work production, declining and overall poor work performance. Source? The human costs of workplace bullying have organizational consequences resulting from victims’ emotional and physical impairment. Source? Victims are more likely to be absent from work, and employees victims who do attendcome to work, are less productive than employees who do not experience bullying (Hauge, Einarsen, Knardahl, Lau, Notelaers, & Skogstad, 2011). The specific problem is that employers often do not acknowledge bullying as a real workplace issue, and thus failing to take immediate action to protect bullying victims (Kahn & Kahn, 2012). When immediate action is not taken the victim, the health of the business and the financial status will suffer in the process. This is an acceptable specific problem statement. But, where is the general problem statement? You must have both and they must be in alignment. Comment by Sundstrom, Peggy: Incorrectly formatted!! No initials in a citation and use “and” not the ampersand symbol in in-text citations. Truncate all author groups of three or more the first time the source is used. Same comment throughout. Comment by Sundstrom, Peggy: Ah, yes. Yet another statistic that doesn’t agree with the other sets of stats you have presented. You clearly don’t have a handle on the scope of this problem. Comment by Sundstrom, Peggy: No. Not always. Restate for accuracy. Comment by Sundstrom, Peggy: Meaning what? Comment by Sundstrom, Peggy: Victims?? Comment by Sundstrom, Peggy: Incorrect formatting.

One dilemma most businesses are confronted with is acknowledging mistreatment in their workplace. Sources? The signs are not always visible and it can be hard to determine if the victim is being bullied or harassed. In the fast-food industry, managers tend to be stereotyped as a bully when he or she ignoresthey ignore signs that a person is being mistreated, look over a candidate that may be highly qualified for a position to give to another member out of spite, overwhelmed the employee’s workload to prevent completing task on time, and finally belittling the person in front of other crewmembers. You are suggesting here that a manager really isn’t responsible and that they are stereotyped as a bully if they don’t identify bullying. Stereotyping suggests a misapplied label or behavior. I think what you are trying to say, is that if managers don’t acknowledge bullying, they are complicit in the bullying behavior. Yes? No?

Purpose of the Study

The purpose of the this qualitative [design name here] study is to determine if fast food industries implement programs to correct poor behaviors or to detect when such behavior impairs employees, managers, and the overall business. Qualitative research is the process of understanding social phenomena that take place in a naturalistic setting. With the use ofUsing qualitative research method, we are seeking researchers seek to understand people's views, knowledge, attitudes, conduct, and communication skills from a target audience. The audience to research will be the fast-food managers that who have experienced or witnessed some form of bullying in his or hertheir organization. To further gather data to assessfor this study, managers from local fast-food restaurants will be given a survey to share experience or expertise on the impact workplace bullying has on employees of an organization. The survey will be given via email to obtain a sense of security of participants. What kind of research are you proposing? A survey could be qualitative, but then how would you collect other information? And, the purpose statement is not suitable. Rethink and rewrite your research approach. Additionally, what is your target population and the geographic location of your study? Comment by Sundstrom, Peggy: This is a Yes/No issue. A qualitative research study should NOT attempt to answer a yes/no questions. You need to rewrite your purpose statement. What information do you really want to acquire? Is it an understanding of what organizations are doing now? Or, do you want to gather information about what organizations should be doing to prevent bullying? This is a very important question to clarify!!

The research into workplace bullying in the fast-food industry can help to avoid victims from committing suicide or violence in the organization. With the proper research of this study, the researcher may find ways to train and develop its staffs to better understand each other’s way of thinking and learning what makes one person react or behave in a poor manor. The objective to gain from this study is to better incorporate guidelines and procedures that will help intervene the acts of meager behavior before they fester into a greater issue for the business. The goal of this study is also to simplify acts for bullying decline and deterrence, and to comprise regulation, best normal performance, constitutional directive, and general strategy growth. This entire purpose statement is inadequate and needs to be rewritten. Would you like samples of other students’ purpose statement? Let me know. Comment by Sundstrom, Peggy: No. You cannot assume that your research will have any such effect. Comment by Sundstrom, Peggy: The researcher has no staff or at least no identified staff

The role of a leader is to become a role model that who coaches and leads the members of the team to treat each other and interact with respect. Research (cite sources here) has focused on the victims of bullying?? and finding ways to maintain their health, but the cause of the problem is the perpetrator. Working towards goals to eliminate bullying may be difficult but not impossible. There are numerous explanations behind harassing, and every one of them are is alarming from an emotional wellness perspective. Thus, when an individual feels weak in their own life, it might trigger bullying. Why? Sources to support this assertion? A domineering person feels incredible while threatening others. Insecurity does not make an individual is shy and reserved. It essentially implies they are not content with themselves. At the point when an individual feels along these lines, they may take part in bullying to bring others down to their perceived level. When this type of behavior is understood, there are more options of changing the behavior. Leaders must put a plan in place that will result in immediate action for any incidents that arise and offer steps to take in correcting the problems or disciplining the perpetrator.

The type of behavior a leader displays in the a business can be the main factor contributing to or preventing bullying or harassment. A leader’s role in the business is to engage createin a positive work environment and ensure all workers maintain a positive working atmosphererelationships. Some leaders tend to display a dominating approach in the way they interact with the employees, causing intimidation and an uneasy feeling of working with them. The leader's age can also add to bullying or harassment in a company (Namie & Phillips, 2014). Today, many leaders in businesses tend to be younger than subordinates or staff members. Namie & and Phillips (2014) stated that younger leaders find it hard to manage older workers because of fear of being disrespectful or the older employee not expecting to be corrected or given feedback on their performance. The older employee may feel intimidated by the younger worker who is trying to correct the person or assign task for them to complete. The younger manager must speak in a tone of respect to receive respect and get to know the older employee to build a successful working relationship. Why is all this in the purpose statement? It is irrelevant to the structure of a purpose statement. You can repurpose the information elsewhere.

Executing strategies and techniques in the business that will help leaders in revision of helpless conduct or episodes of badgering can forestall legitimate activity against the organization just as everybody related. Leaders should set the tone for the type of conduct that should be displayed in the work environment. Proper training and development of leaders will help an organization recognize misconduct, respond to inappropriate situations, and understand and acknowledge the behavior of its staff members. Having the right policies in place can prevent the type of poor behavior that occurs in the fast-food industry and protect the company and individuals from legal actions against them. Northouse (2010) stated that “ethics is essential to leadership, and ethical leadership supports the establishment and reinforcement of organizational values” (pg. 10). Implementing the right policies and procedures will protect the business and the employees from legal actions against them. Having the right policies and Comment by Sundstrom, Peggy: This is all your opinion. It does not belong in the purpose statement. Moreover, you may not simply write your opinion without providing evidence from the literature. Comment by Sundstrom, Peggy: Eliminate the quote, please. Paraphrase. This source is not listed in your reference list. If it is a textbook it is NOT a strong source for your dissertation and the source is old. Comment by Sundstrom, Peggy: Vague Comment by Sundstrom, Peggy: Vague

making sure everyone is aware of them will create for a safer work environment and protect each person within the organization.

This qualitative research study is valuable because data gathered can help support organizations in the right direction to correct and eliminate poor behaviors that form in the company. Building a decent and workable environment plays a vital role in the type of relationships that develops in the an organization. When leaders respect staff members, more work is done, really, why? Support this statement and goals achieved. The purpose of this study is to help engage leaders in taking the appropriate actions against acts Comment by Sundstrom, Peggy: That is not the purpose of the study, as stated. Comment by Sundstrom, Peggy: No. That is not what you have stated.

of bullying. Some cases are reported but may take a long time to address causing further issues to

arise in the company. When action is not taken quickly the problem grows, the business suffers, and tension begin to rise among every aspect of the organization. This entire Purpose section needs to be rewritten. It is incomplete and unfocused and contains lots of extraneous information.

Importance of the Study

The importance of the study is useful for the Hispanic community that suffers the most abuse in the fast-food industry. This study will provide a platform for the Hispanic and other cultural groups that experience excessive bullying in the workplace to report abuse and not be afraid of the consequences. In using their voice to speak out on the issues of bullying in the work environment can spark enthusiasm of preventing such acts, implementing conversations and training to help eliminate the poor behavior in the organization. Twenty-seven percent of U.SU.S. citizens noted they were bullied at work, 21% of workers indicated they had witnessed violence, and 72% reported being aware that such activities were happening in their workplace (Namie, 2014). Comment by Sundstrom, Peggy: Please rethink this statement. A study can be important because it provides information that will be useful to….[finish the statement]. And the information is likely not useful to the Hispanic community because the workers themselves are unlikely to be able to take action on the information. Comment by Sundstrom, Peggy: No. The study will not in and of itself empower any group. Comment by Sundstrom, Peggy: The abused population is unlikely to be able to effect change. As foodservice workers, they don’t have a lot of power. Rather, the information can inform leaders and managers in the fast food industry and owners of fast food establishments. Comment by Sundstrom, Peggy: Separate initials.

Through proper research and investigation, the researcher can better understand the impact workplace bullying and harassment have on job performance and satisfaction to ensure that victims' rights are not taken for granted. Some suggested strategies to use includes standing up to the bullying showing them you are not afraid and will take a stance against their actions. The victims should build a support group they can lean on for help against the bully. Bullies tend to prey on individuals not a group setting so if the victim builds a support group of friends that will stand up against the bully this would force the bully to rethink his or her actions. In some cases, if the victim remains neutral against the bully, they may back down see that their tactics of persuasion are not working to intimidate that person. AlsoAlso, taking quick action to stop the bully will send a message of not being afraid and pushing the predator to move on to another victim. The results of the study may suggest strategies to use in retaining satisfied workers and offer a stance against employees that display poor behavior. This appears to be your opinion about how bullying should be addressed. I don’t see that this information is applicable. Your goal here is not to design or implement a solution, but to gather information that will help stakeholders better understand and deal with the issue. Please rethink and rewrite. Comment by Sundstrom, Peggy: New paragraph

Another reason to explore workplace bullying is to ensure job satisfaction and a safe work environment for all employees. Managers take control of issues that may cause harm to an employee and have them feeling embarrassed or ashamed to attend their work shift. Employers that have policies in place for acts of bullying in the organization are taking steps to protect the workers and give them a sense security in the facility. Everyone would like to believe they are safe from harm and given the opportunity to flourish on the job, but when poor behavior is the center in the organization it makes it hard for employees to maintain his or her status in the business and their position or task seems to go undone or become the bottleneck in the business or operation.

Training and development of leaders and workers offer a better work environment where all parties get alone and can work in an atmosphere of respect and dignity. When leaders and employees build strong, positive working relationships in an organization, the business prospers, deadlines can be reached, workers are complete tasks as a team, and leaders have better control of the operation. Countermanding bullying requires changes in the social atmosphere, such as changes in mentalities, standards, and practices, requiring some investment and responsibility.

Bringing problems to light can assist with making a move against tormenting. Leaders can screen where harassing is happening; help evaluate the requirement, tailor, and bullying prevention procedures to the specific needs of the association. Likewise, bringing issues to light can fill in as an instrument so leaders can quantify their advancement in lessening bullying. All of this is interesting information but it does not address the question of the relative importance of the study. Please rethink and rewrite.

Conceptual Framework

The conceptual framework for this study—the system of concepts, assumptions, expectations, beliefs, and theories that supports and informs this research—is a key part of the design of this study (Miles & Huberman, 1994). Al-Karim (2013) stated that due to the growing harassment characteristics, investigation of bullying in business had amplified extensively over the past 20 years. Miles and Huberman (1994) defined a conceptual framework as a visual or written product, one that “explains, either graphically or in narrative form, the main things to be studied—the key factors, concepts, or variables—and the presumed relationships among them” (p. 18). The previous sentence repeats the first sentence of the paragraph. A valuable guide to developing a conceptual framework and using this throughout the research process, with detailed analyses of four actual studies, is Ravitch and Riggan, Reason & Rigor: How Conceptual Frameworks Guide Research (2011). The most significant thing to comprehend about conceptual framework is that it is fundamentally an origination or model of what is out there that is proposed to be studied, and of what is new with these things and why—a provisional hypothesis of the phenomena that is being explored. The capacity of this hypothesis is to advise the rest regarding the plan—to help survey and refine objectives, create sensible and pertinent exploration questions, select suitable strategies, and recognize potential legitimacy dangers to the conclusion. Most of this is not necessary. Comment by Sundstrom, Peggy: Are the characteristics growing or is the incidence of harassment is growing?

A consequence of this lack of theory is that research findings on workplace bullying are difficult to translate into practice. There is a shortage of explanations for how and when bullying is related to other variables. One method of giving a hypothetical premise to inquire about the working environment harassing is expanding on settled theoretical models in social brain Comment by Sundstrom, Peggy: You never said there was no theory undergirding the study of workplace bullying. I think you could easily ground your study on all sorts of elements that contribute to an accommodating and supportive work environment. Like employee engagement which literature indicates is related to employee performance. Also, organizational culture, which either supports or refutes harassment or bullying, and the relationship between employee engagement and motivation. You might wish to read a dissertation by former University of the Rockies student, Cheryl Moore, entitled WORKPLACE BULLYING AS EXPERIENCED BY BYSTANDERS IN MANUFACTURING: A PHENOMENOLOGICAL STUDY You can find this in the ProQuest Theses and Dissertations database through the Research Resources Center. Comment by Sundstrom, Peggy: ?? What are these and how do they relate to workplace bullying?

science. An option in contrast to utilizing existing hypothetical models will be to grow new hypothetical models established in our current information about the working environment tormenting and subsequently join the attributes of the harassing marvel.

Research Question

This research will be guided by the following Research Questions:

RQ1. What is the opinion of organizational leaders on strategies to reduce workplace bullying? RQ2. What risk management strategies have leaders implemented to mitigate workplace Comment by Sundstrom, Peggy: These questions are fine, but they do not align to the purpose statement you wrote, above.

bullying?

Research Method and Design

The accompanying areaThis section incorporates a portrayal of the research strategy and plan, also, the explanations behind choosing a qualitative research strategy and single-contextual analysis plan. The segment incorporates reasons why I did not choose quantitative and blended techniques for the investigation. This part section additionally included justification why the qualitative, single-case investigation are the suitable strategy and plan, which lined up with the business issue of working environment bullying. Comment by Sundstrom, Peggy: I don’t think you need any of this. Just start with the next paragraph.

Research Method

The method selected for this investigation is qualitative research. Santiago-Delefosse et al. (2016) encouraged who? researchers? to pick an exploration strategy that interfaces with and addresses the research question. Scoff Salvesen (2018) supported qualitative research are acceptable sources to address the exploration question. Subjective examination is more fitting than a blended strategies or quantitative methodology for this investigation on the grounds thatbecause subjective exploration is the proper technique to improve leaders' information (Ospina et al., 2018) of work environment harassing. Comment by Sundstrom, Peggy: Qualitative research is NOT a source. Rethink and rewrite for clarity, please.

Research Design

The research design selected for this examination study iswas a single-case study design. The single-case study configuration comprised will includeof seven members from one, little to-medium-sized association in United States. Yin (2014) educated that the extension regarding a contextual investigation and request includes (a) plan rationale, (b) procedures for gathering information, (c) information examination moves toward that are explicit in nature, and (d) includes an inside and out examination of a wonder inside a specific situation. This section is incomplete. Please review Appendix B of the Dissertation Handbook (access the latest version through the Research Resource Center) to determine what information belongs here. Minimally, you should include information about the general methodology and design, including data collection method, population and sample, instrumentation, data collection, and analysis, with references to more detailed discussions in Chapter III. Comment by Sundstrom, Peggy: Future tense for the proposal. Comment by Sundstrom, Peggy: ?? An association? Why would you not select participants from fast food organizations?

Definition of Terms

The following operational definitions are solely for this study.

Bullying behaviorBehavior. : Bullying behavior must be frequent, repetitive, prolonged, persistent, and hostile. Bullying behaviors may comprise belittling a person’s work, threatening a person, or spreading rumors about a person (Salin, 2015). Comment by Sundstrom, Peggy: This seems very limited. I think you could find a better definition. What about physical aspects of bullying, like blocking access or preventing the victim from moving freely in the workplace (just an example)?

Leadership: is a process of behavioral-based influence from one individual to subordinates to accomplish a common goal (Bass, 1990). Comment by Sundstrom, Peggy: Very old!!

Performance: Performance is the accomplishment of a job with the submission of familiarity, services, and capabilities (Shields & Brown, 2015). Comment by Sundstrom, Peggy: Repetitious. Explain what these terms mean. Comment by Sundstrom, Peggy: Meaning what??

According to Shields & Brown (2015), performance is the accomplishment of a job with the submission of familiarity, services, and capabilities.

Perpetrator: is defined as any individual who observers perceive to have initiated aggressive behavior against another individual (Cortina & Magley, 2009).

Post-Traumatic Stress Disorder: “is a diagnosis that refers to a constellation of late stress

reactions among people who have experienced, witnessed, or be confronted with one or more

events that involve actual or threatened death or serious injury or threat to the physical integrity

of self or others” (Glaso et al., 2009, p. 155).

Respect for persons. : Respect for persons is one of three ethical principles included in the Belmont Report to ensure protection of human subjects used in research. Respect for persons involves ensuring human subjects can make decisions freely, protecting persons with limited independence (persons considered vulnerable) and obtaining informed consent from human subjects (Friesen, Kearns, Redman, & Caplan, 2017). Comment by Sundstrom, Peggy: Each term should be followed with a period OR a colon. Don’t use both interchangeably.

Workplace Aggression: Any action a perpetrator directs toward a target intentionally to cause harm or damage and to overpower a person for authority (Hill & Joyce, 2013). How is this different than bullying? Explain.

Workplace bullying. Workplace bullying is a persistent pattern of negative behaviors in the workplace, over a period, exhibited by one or more employees, which may take the form of intimidation, humiliation, or other harmful work-related acts, against another employee (Akella,

2016; Gardner et al., 2016). This is a much better definition than the definition for bullying above.

Assumption and LimitationsAssumptions, Limitations and Delimitations

The assumption for this study is that the participants will provide enough data and Comment by Sundstrom, Peggy: Vague. You may mean that they will be forthcoming and freely share their ideas.

respond sincerely to the interview questions. The four suppositions for this examination were: (a) members had enthusiasm for the examination study and reacted sincerely to interview questions; (b) members were representatives of HR administrators who worked for comparative little to- medium-sized associations in the United States; (c) HR managers shared viewpoints, discernments, and input based on the time-frame under investigation; and (d) it was conceivable to determine themes from participants' reactions, which may prompt compelling methodologies leaders use for distinguishing and limiting working environment harassing. This sounds like you want to do a Delphi study. Why would you go to HR folks from associations as opposed to manager or HR personnel in the fast-food industry? Another assumption is that the time allotted to gather the information would will be enough for the participants to respond and not feel the need to modify their responses to satisfy my desired outcomethe time allotted. This is easy to fix, Katrina. You simply extend the interview OR you ask the participant if you can schedule follow-up time with them. Please rethink the definition of assumptions in a study.

Limitations included potential restrictions or shortcomings for the research study (Holloway and Galvin, 2016). The impediments for this examination werestudy include: (an) authorization was achievable to meet just certain HR managers and executives, who met the criteria for members, and assemble just certain information inside the association, since some data was private; (b) this investigation included just HR directors and executives from one, little to- medium-sized association in the United States. Subsequently, discoveries could not make a difference to different associations in United States or associations in different nations; and (c) the deliberate example population comprised of HR managers who met the models for participates and held an administrator level or above situation with at least five years HR experience. Comment by Sundstrom, Peggy: Use the ampersand. Comment by Sundstrom, Peggy: You must write this in the future tense. Same question: why limit yourself to HR managers from SHRM (assuming that’s what you want to do since a saw a note in the online classroom) as opposed to HR managers who actually work in the fast-food industry?

Delimitations

Delimitations speak to the degree and limits of a study imposed by the researcher (Snelson, 2016). Limits of this examination fixated on the geographic area, size of the association, and methodologies HR managers may use to lessen or forestall work environment harassing. A delimitation was the size of the association. The Small Business Administration (SBA) characterizes business size guidelines in the United States (SBA, 2016). Overall, 500 to 1,500 workers (SBA, 2016). Nearly, the U.S. Enumeration Bureau (2016) recognizes huge U.S. organizations as ones those that utilize employ up to at least 5,000 representatives. This examination study will includecomprised of face-to-face interviews with HR managers and heads from one, little to-medium measured association in the United States to gather information. This examination didThe study will exclude huge, estimated associations. HR administrators from associations in different districts of the United States were not members. Discoveries from this investigation did not speak to techniques utilized by experts outside of the United States to decrease or forestall work environment bullying considering the geographic delimitation. I chose just one, little to-medium-sized association for this single-contextual investigation. This investigation did exclude HR managers who were not in a chief level or above position and had under five years of HR experience. Comment by Sundstrom, Peggy: Write in future tense. Comment by Sundstrom, Peggy: Why is this a limitation? Unclear. Comment by Sundstrom, Peggy: Incomplete sentence. Comment by Sundstrom, Peggy: I don’t think this is an official category of business. Comment by Sundstrom, Peggy: No. everything will be done remotely. Comment by Sundstrom, Peggy: Heads of what? Comment by Sundstrom, Peggy: What does this mean? Unclear. Comment by Sundstrom, Peggy: Rewrite without referencing yourself with a personal pronoun. Comment by Sundstrom, Peggy: This information on the qualifications of participants for your study must be included in Chapter III.

Summary

This summary must be rewritten to portray at a high level what you covered in the chapter. Don’t include your speculation about what managers must or should do. In the chapter, there was no grounds for your own opinion about what managers can or should do to prevent harassment. Instead, you should focus on the information you hope to obtain by conducting the study.

Chapter I provided an overview of the type of study conducted. Bullying in the fast-food industries has greatly increased in the last decadesince???, leading to workers' demoralization and poor performance. Workplace bullying is rapidly experienced in antagonist work setting where employees get pressure to complete their assigned tasks. Just because a worker is pressed to complete a task does not mean the worker is being bullied. In such workplaces, happiness is rarely encountered. The major challenge that results in workplace challenge is employee's deterioration of health and financial status. The employee possesses a lot of stress due to the pressure at work and, in turn, may fail to work adequately, thus reducing their income. Comment by Sundstrom, Peggy: No. Nothing has been conducted. Comment by Sundstrom, Peggy: More than one? Comment by Sundstrom, Peggy: From bullying?

Managers should act as a role model for the other employees and lay firm rules to protect employees against bullying. Leaders should conduct training at the recruitment time to give special directories to the employee and make them aware of the company's goals and what is expected from them. This training fosters a better understanding between workers and leaders, especially when issues arise. Protecting employees against bullying will lead to a conducive working environment, and in return, the company's productivity will be increased. The purpose of this qualitative research is to find out whether fast food industries execute programs aimed at

rectifying inappropriate behaviors or able to detect when inappropriate behaviors affect the employees, managers, and the business at large.

A conceptual framework that is based on concepts, assumptions, beliefs, and theories enhances the research. Some of the assumptions made include participants providing adequate data and give sincere answers to the questions asked, and the time allocated will be enough for the respondents. Potential restrictions whereby the research included definite HR managers and executives, was the major limitation. Factors that are not included in the study are the size of the alliance, geographic area, and methods HR can use to reduce workplace bullying.

You should preview what will be covered in Chapter II and III.