ABSTRACT
When an employee experiences adversity or violations at work, a routine organizational response is to suggest that person seek help from their supervisor, manager, or HR representative. It has been suggested that few employees will approach their organization for assistance in dealing with bullying or other violations. Workplace violations in people workplaces such as physical, psychological, or emotional, are a serious occupational health concern and merit the attention of employers, researchers, and government. However, if the organizational response to genuine workplace violations and subsequent requests for support in response to those violations is to enact evil, even assuming it as a form of necessary evil, then a parody is produced: the organizational response purported to help workers facing adversity is likely to do them more harm, while the response is still being framed as being for the greater good. Many forms of workplace adversity exist: bullying, mobbing, violence, harassment, incivility, wrongdoing, misbehavior, and other forms of organizational misconduct and mistreatment.
