Bullying - Definition and Explanation

Bullying – Definition and Explanation

Bullying

Bullying in the Workplace: Understanding, Identifying, and Addressing

Bullying in the workplace is a pervasive issue that can have detrimental effects on employees’ well-being, productivity, and the overall culture of an organisation. Defined as repeated, unwanted aggressive behavior that involves a real or perceived power imbalance, workplace bullying can manifest in various forms, including verbal abuse, intimidation, exclusion, and sabotage.

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Definition:

Workplace bullying encompasses a range of behaviors that create a hostile or intimidating work environment for the targeted individual. It often involves a pattern of mistreatment rather than isolated incidents, with the perpetrator seeking to undermine, humiliate, or control their victim. Unlike constructive feedback or healthy conflict, bullying is characterised by its harmful intent and the imbalance of power between the bully and the target.

Identifying Workplace Bullying:

Recognising workplace bullying can be challenging as it may occur subtly or covertly. However, common indicators include:

  • Persistent Criticism: Continuous nitpicking, belittling comments, or unjustified criticism directed towards an individual.
  • Isolation: Deliberate exclusion from meetings, projects, or social activities, making the victim feel isolated and marginalised.
  • Undermining Work Performance: Sabotaging work efforts, spreading rumors, or withholding information crucial for the target to perform their duties effectively.
  • Intimidation: Threats, yelling, or aggressive body language intended to intimidate or instill fear in the victim.
  • Physical or Emotional Distress: Symptoms such as anxiety, depression, or physical ailments resulting from the stress of being bullied.

Addressing Workplace Bullying:

Addressing workplace bullying requires a multifaceted approach that involves both preventative measures and effective intervention strategies. Employers play a crucial role in fostering a culture of respect and inclusivity, where bullying is not tolerated. This can be achieved through:

  • Clear Policies and Training: Implementing comprehensive anti-bullying policies and providing training to employees on recognising and reporting bullying behavior.
  • Promoting Open Communication: Encouraging employees to speak up about instances of bullying without fear of retaliation and ensuring that complaints are taken seriously and investigated promptly.
  • Supporting Victims: Offering confidential support services, such as counseling or mediation, to victims of bullying and taking appropriate disciplinary action against perpetrators.
  • Fostering a Positive Work Environment: Cultivating a culture of mutual respect, collaboration, and empathy, where differences are valued and diversity is celebrated.

Example:

In a UK-based marketing firm, Sarah, a talented graphic designer, experienced bullying at the hands of her supervisor, Mark. Despite consistently producing high-quality work, Sarah found herself subjected to relentless criticism and belittling remarks from Mark during team meetings. He would dismiss her ideas, undermine her contributions, and assign her menial tasks beneath her skill level. Feeling isolated and demoralised, Sarah’s confidence plummeted, and she began dreading coming to work. Despite raising concerns with HR, the bullying persisted until Sarah decided to seek employment elsewhere for her mental well-being.

Conclusion:

Workplace bullying is a serious issue that requires proactive measures to prevent and address effectively. By promoting a culture of respect, empathy, and inclusivity, organisations can create environments where all employees feel valued, safe, and able to thrive. Addressing bullying not only protects individual well-being but also contributes to a more positive and productive workplace overall.

References:

Brank, E. M., Hoetger, L. A., & Hazen, K. P. (2012). Bullying. Annual Review of Law and Social Science, 8, 213-230. https://www.annualreviews.org/content/journals/10.1146/annurev-lawsocsci-102811-173820

Einarsen, S. (1999). The nature and causes of bullying at work. International journal of manpower, 20(1/2), 16-27. https://www.emerald.com/insight/content/doi/10.1108/01437729910268588/full/html?fullSc=1&fullSc=1&mbSc=1&fullSc=1&fullSc=1&fullSc=1

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