The impacts of employee turnover on organization tends to increase due to “recruitment costs that is related to advertising and selection of new staff

The impacts of employee turnover on organization tends to increase due to “recruitment costs that is related to advertising and selection of new staff, as well as the cost of training and development” (Cooper, et al., p. 154). Moreover, the organizational efficiency can suffer if a replacement is not initiated until after the worker leaves the company. As a result, it may result in great deal of distress towards other co-workers in the same way as absenteeism as mentioned above. In addition to the evident turnover cost that include many costs such as separation costs, replacement costs, and training costs” (Adidam, 2006, p. 137), turnover may also generate costs because of several reasons such as customer service disruption, loss of morality, emotional costs, , burnout, loss of experience, and absenteeism among rest of the workers” (p. 138).
Bullied workers not only lose motivation, they lose time because they are preoccupied with:
• Trying to defend themselves
• Avoiding the bully
• Networking for support
• Ruminating about the situation
• Planning how to deal with the situation

There are few Australian agency who can make sure the work environment in Australia is decent and fair. Among them, one is Fair work Ombudsman and the other is Fair work commission.
The Fair Work Ombudsman is an independent statutory agency created under the Fair Work Act 2009, and is responsible for promoting harmonious, productive and cooperative Australian workplaces. It make sure to educate employers and employees about workplace rights and obligations to ensure compliance with workplace laws. Where appropriate, the Fair Work Ombudsman will commence proceedings against employers, employees, and/or their representatives who breach workplace laws.
– What it can do?
– Provide reliable and timely information about Australia’s workplace relations system
– Educate people about fair work practices, rights and obligations
– Resolve workplace issues by promoting and monitoring compliance with suspected breaches of workplace laws, awards and registered agreements
– Enforce workplace laws and seek penalties for breaches of workplace laws.
– Investigate unfair dismissal and unlawful termination applications
– Make changes to the legislation, awards or registered agreements and investigate bullying and harassment complaints.
Fair work commission: The Commission is the independent national workplace relations tribunal. It is responsible for maintaining a safety net of minimum wages and employment conditions, as well as a range of other workplace functions and regulation.
What it can do?
• Hear unfair dismissal and unlawful termination applications
• Accept and investigate bullying complaints
• Make changes to pay and entitlements in awards and registered agreements
• Approve registered agreements
• Make and change awards
• Make decisions about industrial action and union activity
• Workplace bullying can manifests itself in different ways such as discrimination. If a worker feels like he/she is a victim of discrimination, he/she can take action under Anti-discrimination legislation. There are two types of discrimination that can occur , which is; Direct discrimination, it occurs when someone is treated less favorably on the basis of a particular characteristic, for example, gender, in circumstances that are the same.
• Indirect Discrimination occurs where a compulsory requirement is attached to a job which does not have an impact on the ability to perform a particular job. For instance, only hiring people of a particular faith when this has no correlation with one’s ability to be able to do their job.
Over the past 30 years the Commonwealth Government and the state and territory governments have introduced anti-discrimination law to help protect people from discrimination and harassment.
The following laws operate at a federal level and the Australian Human Rights Commission has statutory responsibilities under them:
– Age Discrimination Act 2004
– Disability Discrimination Act 1992
– Racial Discrimination Act 1975
– Sex Discrimination Act 1984
The model attempts to provide redress for an aggrieved individual who has suffered discrimination on the basis of some group characteristic.
– Some of the group characteristics include:
– Gender
– Marital status
– Pregnancy
– Breastfeeding
– Sexuality
– Race
– Age
– Mental or physical disability
– Political opinion
– Religion
– Caring responsibilities
– Trade union activity
It is important to note that employers must recognize that they are liable for unlawful discriminatory acts on the part of their employees in the workplace. This concept is known as vicarious liability.
Conclusion
After analysing the situation and trends of bullying in Australia, it is quite evident that bullying workers in the workplace has severe negative affect on the performance of employees that eventually leads to a very poor performance of the organisation.
According to the study, it is absolutely vital that managers should not hesitate to provide negative performance feedback; while managers provide this feedback they should continue to show respect for their employees. Most people will agree that employees need to be notified when they are performing below the standard level required in their position. However, the way that a manager delivers this valuable opinion will regulate whether this has either a positive or negative impact on the workers in workplace. Moreover, also it is very crucial to provide workers with positive feedback when they perform at their utmost level because this will ultimately motivate these workers to attempt to perform at their best.

This is been observed that bullying workers in their workplace may hurt victims at a point where it is impossible for them to add value to the company. However, as the time passes, the workplace bullying may impact devastating effects on the organization.