The background to this work is research carried out for my Post Graduate Certificate of Education recently about how organisations work.
During this work I came across some information about Bullying at work and thought that it was so well researched that I thought that it should be made available to a wider audience. It is a reflection on how some workplaces are, not how they should be.
The information is supplied to empower the victim, not to give the abuser ideas on how they can persecute their victims. The 'victim' (I am unhappy with this designation) could empower themselves by keeping a record or journal of their work and this can be used later if necessary for legal action.
Workplace bullying is increasingly recognised as a major cause of stress.
It can result from:
inate personality characteristics within the bully, or from external factors which encourage managers to behave in bullying ways.
Examples of such factors include.'macho' management cultures within an organisation pressures to meet efficiency targets reduce costs, etc., perceptions that departmental objectives can be achieved more quickly through
using threats and intimidation.implementation of downsizing exercises, restructuring, delayering, re-engineering,
and so on.
Manifestations of bullying at work are:
shouting and swearing;
physical intimidation;
threatening body language
sexial, racial or age-related harassment
persistant public and/or private critiscism or ridicule.
seeking complaints about the bullied individual from other members of staff
deriding the value of the victim's contributions to the organisations work
giving a person jobs that they cannot reasonably be expected to complete
satisfactorily, and then claiming that the individual is incompetent.
removing responsibilities from the bullied worker whilst simultaneously
allocating menial tasks
withholding information or deliberately supplying false information
refusing to communicate directly to the victim, and insist that instruction
is given through another party.
sabotaging or impeding the victim's work performance
applying excessively tight supervision
increasing the victim's workload and/or setting impossible deadlinesThe effects of bullying can include:
Mental:
depression
anxiety
loss of concentration, motivation and self-confidence
feelings of anger and hostility towards colleagues and the employing firm
Physical:
insomnia
fatigue
headaches
skin rashes
ulcers
Leading to:
absenteeism
sickness
loss of communication
bad working atmosphere, undermining the project or companies work.Some of these problems can be reduced or removed by several changes:
Changes in organisational culture
Appointment of a company 'ombudsperson' with whom victims may discuss their experiences in total confidence. This person would have direct access to the upper echelons of the company.
A formal grievance procedure specifically designed to deal with bullying
Provision for rapid deployment of victims to alternative jobs
Counselling - of the bully - followed by the possibility of disciplinary proceedings if their behaviour does not improve.
Abuse
It should be remembered that if someone is abusing you they are also probably abusing others and this can lead to a whole lot of problems for them with other people. These people might have more information with which to take action. Remember to try and contact your Union or staff association representatives, and check out the legal situation, either by research the law or by contacting an employment lawyer.
Bibliography
Bennet R (1997), Organisational behaviour, London, M & E, Pitman. The referring page is at:
This page is compiled by Timothy J. Owston BA, M.Sc(TECH), PGCE(FE) of York, England.
Please contact me with any comments or information. You can Email me at:
owston.tj@virgin.netMy home page is at: Home Page