Workplace Bullying is a relatively new concept that began in 2000 and beyond. It refers to repeated, unreasonable actions of individuals (or a group) directed towards an employee (or a group of employees), which is intended to intimidate and creates a risk to the health and safety of the employee(s).
Workplace bullying can consist of any gesture or written, verbal, graphic, or physical act (including electronically transmitted acts – i.e. Internet, cell phone, personal digital assistant (pda), or wireless hand held device) that is reasonably perceived as being motivated either by any actual or perceived characteristic, such as race or religion; or a mental, physical, or sensory disability or impairment; or by any other distinguishing characteristic, or is based on an association with another person who has or is perceived to have any of these characteristics.
Workplace bullying often involves an abuse or misuse of power. Bullying includes behavior that intimidates, degrades, offends, or humiliates a worker, often in front of others. Bullying behavior creates feelings of defenselessness in the target and undermines an individual’s right to dignity at work.
Bullying is different from aggression. Whereas aggression may involve a single act, bullying involves repeated attacks against the target, creating an on-going pattern of behavior. “Tough” or “demanding” bosses are not necessarily bullies, as long as their primary motivation is to obtain the best performance by setting high expectations. Many bullying situations involve employees bullying their peers, rather than a supervisor bullying an employee.
Examples of bullying:
- Unwarranted or invalid criticism.
- Blame without factual justification.
- Being treated differently than the rest of your work group.
- Exclusion or social isolation.
- Being shouted at or being humiliated.
- Being the target of practical jokes.
- Excessive monitoring.
Bullying is Different from Harassment
Harassment is one type of illegal discrimination and is defined as offensive and unwelcome conduct, serious enough to adversely affect the terms and conditions of a person’s employment, which occurs because of the person’s protected class, and can be imputed to the employer. Protected classes in employment are race/color, creed (religion), national origin, sex, marital status, disability, genetic disposition and veteran/military status.
Bullying, on the other hand, is often directed at someone a bully feels threatened by. The target often doesn’t even realize when they are being bullied because the behavior is covert, through trivial criticisms and isolating actions that occur behind closed doors. While harassment is illegal; bullying in the workplace is not.
What Should Employers Do About Bullying?
- Create a zero tolerance anti-bullying policy written by the Company President.
- When witnessed or reported, the bullying behavior should be addressed IMMEDIATELY.
- Complaints of bullying need to be taken seriously and investigated promptly.
- Hold awareness campaigns for EVERYONE on what bullying is. Encourage reporting.
- Ensure management understands the company policy and has as an active part in the staff they supervise.
- Encourage open door policies.
- Conduct attitude surveys.
- Establish an independent contact for employees (e.g., HR contact).
Sources:
1. Workplace Bullying: What Everyone needs to Know, Department of Labor and Industries, April 2008
2. Petrecca, L. USA TODAY, December 28th, 2010, USA Today: Bullying by the boss is common.
3. Workplace Bullying Institute website. http://www.workplacebullying.org
4. Workplace Bullying and Trauma Institute website: www.bullyinginstitute.org.
