Bullying is considered to be unacceptable behaviour in Australia and most other developed countries. However, although the majority of organisations have policies and procedures on defining, acknowledging and dealing with bullying, the reality is that much of it goes unnoticed. It can be tricky for the victim to prove that bullying is taking place and therefore protect against it. This is owing to the undectable nature of most bullying behaviours. Here is a comprehensive definition and subsequent description of workplace bullying as discussed by Namie (2003, www.bullyinginstitute.org):
1) The repeated maltreatment of a person which can be very destructive to a person’s mental wellbeing
2) The bully dominates others by acting in an dictative or segregating manner
3) The bully coerces others to take part in bullying behaviour against a selected victim
4) The victim’s efficiency is disturbed by the bullying behaviour, and as a consequence the employer’s business or organisation suffers
5) It can intensify from individual harassment to an entire work unit who are engulfed in fear and productivity is hindered.
The existence of bullying within the workplace can be indicated by:
=> Incidents where a person appears to change personality
=> The existence of concealed agendas which segregate management and staff members
=> The presence of cliques, struggles for power, conspiracies and manipulation within the workplace
=> Aggression, violence, oppression, prohibition and intimidation
For the most part, victims of workplace bullying share numerous things in common. Victims of bullying are typically female and they are usually very resilient, as they tolerate the behaviour for a considerable period of time, often without complaint. In general the victim is very
educated, highly accomplished, independent, strong and capable. The personal qualities of the victim can intimidate the bully. The bully is generally someone in authority over her and recruits others to take part in the bullying, sometimes without their knowledge or awareness.
Common methods utilised by bullies include false accusations, stand-over tactics, criticisms, gossiping, undermining, verbal abuse and coercion of others to take part in bullying behaviour. The strategies which are the most damaging and most difficult to prove are the covert tactics such as glaring, rolling the eyes, ignoring the victim and “accidentally” shutting the door in someone’s face. Victims of workplace bullying possibly may not be able to specifically recognise the bullying behaviours, but may have a “gut feeling” or sense of low self-esteem.
Bullying has a deep impact on the victim and causes a considerable number of psychological and medical symptoms (In a sample of 1 000 victims, Namie identified 33 specific symptoms). Psychological symptoms include depression, anxiety and high levels of stress. Medical symptoms include insomnia, weight gain, high blood pressure, heart disease, irritable bowel syndrome and a decreased life expectancy. Pyschological and medical symptoms generally persist even after the victim is reemployed. The first detectable signs are generally a drop in performance, arriving late to work, not turning up to work or even giving in notice. Where the bully is causing counterproductive interpersonal dynamics within a group, there is likely to be high staff turnover.
Unfortunately the victim generally ends up quitting their job, getting transferred or fired while the bully seldom loses their job or gets transferred and less than 4% of those who are punished or sanctioned actually cease their bullying behaviour.
Only a small portion of bullies are made accountable for their behaviour – most are simply ignored or get rewarded in some way, sometimes even promoted. Alternatively, organisations lose valuable and proficient employees with over 70% of bullying victims being relocated, fired or quitting.
The subtle signs of psychological distress caused by workplace bullying are only recognisable with highly sophisticated and effective psychological assessment techniques. Additionally, skilled interventions that help diffuse tensions, mediate conflicts and create a harmonious work environment, are crucial for a deep and permanent transformation.
