Organizational awareness and responses to workplace bullying is in a state of change and innovation. While employees are gaining awareness, organizations are unable or unwilling to change rapidly enough for employee needs. This paper examines the dynamic between agency (individual influence) and structure (organizational forces) as applied to workplace bullying in a public organization. A case example involving the Royal Canadian Mounted Police is included to explore the organizational impediments, particularly resulting from structure, in addressing workplace bullying.
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