This rhetorical letter is to pass across my view and arguments on the use of staff training as a solution to workplace bullying at our organization. I am an occupational health nurse, and I have worked in the field for 10 years. I have observed and done experiments on workplace bullying at our organization that led to the need of coming up with ways to deal with the issue.
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Workplace bullying has a prevalence of 35% in the USA (Field, 2010). Workers who experience bullying are usually less productive, and this affects the overall performance of the organization. Workplace related stress may result in stress-related diseases like hypertension and peptic ulcer. It is unfair for an employee to make his colleagues develop these conditions as some of them are life-threatening and chronic.
Staff training on issues regarding bullying is necessary. Most of the staff who are bullied are not aware they are being bullied, and even if they are aware, they do not know how to deal with it. Informing the people on modes of bullying will enable them to solve it as a problem well defined is half solved. Training will also equip staff on how to deal with bullying.
This solution has been used in other organizations similar to ours like the Karen Hospital and it has been proved to be very effective. Therefore, the solution must be implemented urgently. In as much as the solution has been shown to work, the management should explore other solutions that can be used hand in hand with staff training. These other solutions can include punishing perpetrators of bullying.
The letter gives a clear introduction of its role in the first paragraph and the process it appeals to ethos. The writer is an occupational health nurse addressing an occupational health issue of bullying. The writer has 10 years’ experience in the field and has done a lot of research on workplace bullying.
Furthermore, it has an appeal to logos as the writer has facts about the prevalence of workplace bullying in the USA. The writer also has facts about other places where the solutions have been applied and have been shown to work. The writer can get the reader emotionally involved by displaying the bad effects of workplace bullying to include that it can lead to stress-related conditions. It is an appeal to pathos.
The writer adheres to the Toulmin style enthymeme when he mentions that staff training on bullying is necessary since this is the claim. She then goes ahead to raise the grounds for the claim by stating that most of the staff are ignorant of the issues concerning bullying. The warrant is put across when she mentions that clear identification of a problem is a step towards the solution. The backing is dealt with when the writer states that the training will constitute some of the ways a victim of bullying can deal with the situation; this also serves as a counter argument as is required by the Toulmin style enthymeme (Mitchell & Andrews, 2000).
The use of the words, ‘in as much as’ indicates that the writer is dissociating (Jasinski, 2003). Dissociation is a component of Perelman/Olbrechts-Tyteca style. Thus, towards the end of the article, the writer gives a testimony of a place where the solution was applied. The choice of the letter as rhetoric was creative.
Field, E. (2010). Bully Blocking at Work: A Self-Help Guide for Employees and Manager. London, UK: McGraw Hill.
Jasinski, J. (2003). Source Book on Rhetoric key Concepts in Contemporary Rhetorical Studies. London, UK: Sage Publications Ltd.
Mitchell, S., & Andrews, R. (2000). Learning to Argue in Higher Education. New York, NY: Boynton/Cook Heinemann Publishers.