According to the Campaign Against Workplace Bullying (CAWB) in Benicia, California, bullying, also known as harassment, involves persistent health-endangering personal abuse that humiliates and demeans a person. Unfortunately, in many workplaces it is often downplayed as a personality conflict, an attitude problem, or a “strong management style.”
When under pressure, anyone can become short-tempered, irritable, and engage in shouting, but they stop when the pressure subsides. Bullying behaviors, in contrast, are persistent and damaging. They may or may not be obvious.
Obvious bullying behaviors include
Invalid criticism and nitpicking
Name-calling and personal insults
Shouting and displays of temper
Public ridicule and humiliation
Disregarding or ignoring
Devaluation of efforts
Spreading harmful rumors
Less obvious bullying behaviors include:
Deliberately withholding important information or resources
Setting an employee up to fail
Issuing unreasonable time or performance demands (usually not directly related to company needs or goals)
Taking away responsibilities, without just cause
Sabotaging an employee’s efforts
Monitoring or controlling employee (excessively), with malicious intent
Denying rights, such as use of leave
Lying about the employee
Manufacturing “evidence” of incompetence or instigating complaints from others about the employee
Approximately 1 in 6 US employees has experienced bullying at work in the past year, according to CAWB. It is a poorly understood, "silent epidemic" that poses a serious public health threat.
What Are the Psychological Factors?
Bullying behaviors stem from psychological factors in the bully, such as low self-esteem, feelings of incompetence, or the need for power and control. Most cases are not isolated incidents and the majority of bullies have a long history of this behavior. They harass employees for any number of reasons. They may feel envious or threatened by the employee’s competence, creativity, popularity, or ethics. Employees who are non-confrontational, cooperative, or vulnerable in some way also tend to be targets of bullying managers.
What Is the Cost of Bullying?
The costs of workplace bullying are significant to both the employer and the target of the bullying.
Costs to the Employer
For the employer, the costs of bullying may include:
An atmosphere of fear, secrecy, and low cooperation
High rates of:
Sick leave usage
Suspension and other disciplinary procedures
Increased liability for health damaging employment practices
Costs to the Employee Target
Targets of workplace bullying often experience significant physical and psychological suffering. CAWB’s US Hostile Workplace Survey revealed the following psychological and physical symptoms in the targets of workplace bullying:
People who are bullied at work also report developing more infections, such as
Other Negative Effects
According to CAWB, bullying often has a negative impact on an employee’s social relations at work and at home. Coworkers, partners, and family members may tire of hearing about the bullying and withdraw their support. In some cases, it can even impact marriage to the point of divorce.
Bullied employees also tend to lose income. Sometimes they use up all their sick leave, deplete their savings, and lose their jobs.
How Do You Stop Bullying?
Workplace bullying is a serious problem. But what can you do to stop it? Unfortunately, you can’t always stop the bullying once it starts, but here are some tips that may help.
Spot Bullying Behavior
Bullying personalities can be found anywhere, even in the “best” companies. When you’re interviewing for a job, don’t be so dazzled by impressive mission statements, titles, and awards. Talk to other employees and former employees (if you know any) about the company's management style. Ask the employer for a copy of company policies and read it carefully, taking note of their policies on:
Sick leave usage
Suspension and other disciplinary procedures
It's safer to ask for written policy information and read it, rather than ask about these issues during the interview process, which could give the impression that you expect to have difficulties in the new company.
Stop Feeling Ashamed
According to Ruth and Gary Namie, organizational psychologists and the founders of CAWB, being bullied at work is very harmful to self-esteem, particularly if you are not receiving any support. Stop listening to the verbal assaults and do not feel ashamed. Remind yourself that you did nothing wrong.
Document Each Incidence
Document each incidence of bullying, what happened and how you felt.
This will help reduce any confusion you may feel. It may also help you eventually get the changes you need.
Confront the Bully…Gently
You deserve to be treated with respect, regardless of who you are or your position in an organization. If you feel that you are being bullied, do
attack or blame the bully. Instead, calmly but firmly talk about the behavior you have observed and how it makes you feel. Use “I” statements—“I feel demeaned when you raise your voice to me in the office,” rather than “you” statements—“You are bullying me." Asserting yourself can sometimes stop the bullying behavior.
Discuss the Situation
If the bullying continues, talk to someone who may be able to help, such as another employee, a human resource representative, a supportive manager, or a counselor. Sometimes more than one person is being bullied in the workplace. If so, a group complaint may carry more weight.
Find Another Job
If the bullying continues despite efforts in the workplace to stop it, consider finding another job. This is especially important if the situation is causing chronic stress and/or physical and emotional symptoms or illness.
Learn More About Workplace Bullying
Currently, there are a number of international efforts taking place to raise awareness of the silent epidemic of workplace bullying, according to CAWB. These efforts include changing existing harassment laws so that they are all-inclusive, not limited to gender, race, age, national origin, and other characteristics (such as those defined in the Equal Employment Opportunity Commission Guidelines). Resources include organizations, books, and annual conferences on the workplace bullying, as well as consultants who specialize in reducing hostile work environments.
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substitute for professional medical advice. CALL YOUR HEALTHCARE PROVIDER
IMMEDIATELY IF YOU THINK YOU MAY HAVE A MEDICAL EMERGENCY. Always seek the
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