Bullying in the workplace has a variety of labels, such as psychological harassment, emotional abuse and mobbing. Workplace bullying is characterized by:
- intentional, repeated and enduring aggressive behaviors (most frequently verbal);
- intended to be hostile and/or perceived as hostile by the recipient;
- usually unpredictable, irrational, and unfair.
Workplace bullying makes work an anxiety-ridden experience. No one wants to go where they've been chosen for target practice. A workplace prone to bullying is one where people do not respect or value the benefits of difference. There is usually an air of fear. Supervisors are typically without adequate training in managing people. Accountability structures are not properly defined. There is usually too much work and/or overly intense supervision. Performance appraisals are either too subjective or have little objectivity in criteria. Communication channels are unclear.
The typical pattern of workplace bullying is when someone is genuinely going after a coworker. The bully singles out the coworker for abuse. Targets are usually good at their work, non-confrontational and/or unassertive. They may be friendly yet mind their own business and often are not members of cliques. One key is the non-assertiveness; to the bully, unassertive behavior is like raw meat to a shark. The other key is the target's competence. Often bullies feel intimidated by the target's abilities, so they discredit the target to improve the bully's worth to the company.
Bullies can be anyone in the workplace. Typically, the bully is in a position of authority, but they may be lateral to their target and in some cases may be subordinate to the target. The bully may be someone with a mental illness, in particular people with narcissistic personality disorder or something similar.
However, the bully may simply be very insecure and knows of no other way of coping than to put blame for their own inadequacies on others. The bully's behavior is meant to intimidate and the bully has disregard for the target’s feelings. If this behavior occurs, employees should immediately go to the person in charge of overseeing workplace harassment and violence issues.
Actions of a Workplace Bully
Typical behaviors of the workplace bully include:
- Constantly interrupting;
- Belittling someone’s opinion or contribution;
- Deliberate and “physical” intimidation;
- Excessive work scrutiny;
- Unfair criticism;
- Setting impossible deadlines;
- Taking credit for work of target;
- Ignoring someone or deliberately excluding them;
- Singling out target in front of others;
- Shouting at target;
- Gossiping or spreading rumors;
- Sending hostile email or correspondence.
Just because someone feels they have been treated unfairly does not mean that bullying is taking place. Employers should expect reasonable policies to be followed. Issues that need to be looked at closely before jumping to the “workplace bullying conclusion” are:
- Constructive/fair feedback on person’s work/behavior;
- Giving instructions/directions and holding people accountable;
- Requesting and expecting people to carry out tasks as requested;
- An occasional raised voice or argument;
- Changing of job roles/descriptions/workloads to suit business needs;
- Acceptable banter.
Costs of a Disrespectful Workplace
A workplace controlled by bullying costs employers greatly. The stress on the target is only the beginning. Even workers not directly affected by the bully will suffer. Most workers try to stay out of the situation and will even deny the existence of a problem. In the end, people are typically in tune with their environment and the bully's behavior will affect those not directly targeted.
A toxic work culture costs a company through:
- More absenteeism, sick leave, short-term disability leave and/or workers compensation claims;
- Reduced productivity;
- Potential litigation for negligent/intentional infliction of emotional distress and/or defamation;
- Difficulty in recruitment/retention of employees;
- Decreased morale and strained relationships;
- Reduced corporate image and customer confidence.
Bullying Prevention Procedures
Most employers are not proactive in dealing with workplace bullying. In fact, many employers deny the problem or turn a blind eye to it. The mentality seems to be that strong-armed bosses get results. But as stated here, workers suffer and productivity will take a hit.
To have strong workforces, there should be policies, procedures, and systems to protect workers from workplace bullies. The organizational structure should be one of active support for workers from senior management and supervisors. This can be attained by:
- Developing a clear, written prevention policy stating that bullying is not permitted;
- Setting up credible, prompt, objective and confidential investigation processes;
- Including bullying prevention in position description and performance assessment;
- Distributing prevention policy; train all management and staff;
- Monitoring type, amount and standard of expected work;
- Indicating that retaliation against persons making complaints will not be permitted;
- Ensuring sanctions are implemented if the complaint is founded. Likewise, sanctions for false complaints should be identified.
- Ensuring an appeal process is in place for both the target and the perpetrator;
- Reviewing policies on a regular basis.
Many states are considering legislation to hold employers accountable for bullying practices. Until there is a concerted effort to put anti-bullying practices in place, either willingly or not, workers may experience toxic behavior in the workplace. All need to know how to identify and deal with it.
Sources:
The Workplace Bullying Institute
Internet Mental Health: Phillip W. Long, MD
Andrew Mitchell - I have over twenty years of experience working with people with disabilities. I have held case management and supervisory positions in ...
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