Hidden harrassment

Editor's Notes

• #3: “Repeated” behaviour refers (according to the Government of Victoria, Australia) to the persistent nature of the behaviour, not the specific form the behaviour takes. Behaviour is considered “repeated” if an established pattern can be identified. Bullying is differentiated from other phenomena such as incivility and conflict by the features of repetition, duration, escalation, intensity and power disparity. These features-rather than the message content-identify the phenomenon since content necessarily shifts depending on settings, tasks and actors. Pamela Lutgen-Sandvik, Assistant Professor of Communications, University of New Mexico, 2006
• #4: This list of behaviours is consistent in harassment legislation worldwide. Quebec Labor Standards, Section 81.18, specifies four criteria:1) The behaviours are repetitive;2) They are hostile and unwanted;3) They affect the person’s dignity or psychological integrity;4) They result in a harmful work environment.Bullying in the workplace is repeated inappropriate behavior conducted by one or more persons against another or others at the place of work and/or in the course of employment and which could reasonably be regarded as undermining the individual's right to dignity at work.
• #9: Predatory bullyingPredatory bullying happens when the target of the bullying has done nothing to justify the negative behaviour to them. The bully may be using the innocent victim to demonstrate their power to others, or the victim may belong to a separate group and is attacked as a representative of that group. Predatory bullying is more common in organisations where the culture permits or even rewards this kind of behaviour and the bully feels they are unlikely to be punished for their bad behaviour. Victims of predatory bullying find it hard to understand what they have done to cause the problems. However, the victim doesn’t need to have done anything wrong to cause the bullying.Physical Assault (including hazing, or initiation rites)Verbal Assault (including profanity, name calling, yelling or screaming, demeaning labels, threats)
• #11: Dispute-related bullyingDispute-related bullying develops out of a perceived slight or conflict that has got out of hand, souring the atmosphere in the workplace. One person believes that the other has wronged them, so the conflict escalates into a personal vendetta where the destruction of the opponent becomes the goal.Dispute-related conflict involves intense emotions leading each side to experience feelings of fear, suspicion, resentment, contempt and anger. An allegation of bullying is used as a tactic between the opponents.
• #20: the most affected industries being those with a very hierarchical management structure, high pressure jobs where staff can be seen as fairly expendable and also in very small, sometimes family-run businesses which fall beneath the radar of union involvement and have no policies on bullying.“
• #23: recent study of a diverse occupational sample of 180 workers in the Canadian prairies found that 40% reported experiencing at least 1 of 45 specific acts indicative of psychological harassment or bullying on a weekly basis for at least 6 months. An additional 10% of the sample reported experiencing 5 or more such acts on a weekly basis for at least 6 months (Lee & Brotheridge, 2005).
• #25: Research in the UK shows that 1/3 to 1/2 of stress-related illness is due to workplacebullying. According to a report tabled in the British parliament, it is estimated that 40million working days are lost each year because of bullying, more than 160 times thenumber of days lost through strikes. In addition, 25% of targets of bullying will leave thatjob, and 20% of witnesses will leave; 35% of those who leave do so very quietly, withoutany feedback (www.bullying.com.au/pages/workbullying.html, Dec. 2005).
• #28: Feeling of helplessness, covered by denial“Abused spouse syndrome”Memory lossHeart disease and strokeSleep disruptionLoss of concentrationSevere anxietyP.T.S.D.Just plain angerInsecurityShattered self-esteemAnger to rage to murderNightmaresGreater susceptibility to alcoholism
• #32: According to a comment on the Workplace Prof Blog, "Recent research suggests 18.9 million working days are lost each year as a direct result of bullying at work, costing to the UK economy of £6 billion", further "90% of those absent from work due to bullying tell employers their absence was the result of some other kind of illness.“..."Bullying at work costs businesses £18bn every year," says Royal & Sun Alliance (R&SA), the UK’s largest commercial insurerCrisis Prevention Institute (USA). "...research has clearly demonstrated that when targets believe someone at work has treated them disrespectfully, half will lose work time worrying about future interactions with the instigator, and half will contemplate changing jobs to avoid a recurrence. Most will tell friends, family and colleagues about how badly they have been treated, and some targets of bullying will leave the company". [20 Nov 2007,
• #36: Victims are powerless; Targets can take action to remedy the situation.
• #37: Bullies look for anyone who will make an easy Target. You have not been selected because there is something wrong with you; you have possibly been selected because you do not appear to be a threat to the bully, someone who will fight back and not tolerate inappropriate behaviour.This makes it easier for you, and for those who may investigate the situation. This means that it is important to deal with facts, in as objective manner as is possible.
• #38: . A boundary is an unseen, unmeasurable limit or barriers that simultaneously create an inside and an outside. It is an invisible wall with two sides. Inside each individual boundary resides an identity – personal, family, or group. Challenges to these identities are launched by invading bullies from the outside who want to dictate the terms of a Targets identity.
• #39: You will need to ask if you should take yourself out of a work situation where you are being violated. You should do this as soon as you can.
• #48: Do not remain sitting letting the bully tower over you.
• #52: – have a representative accompany your – union or association representative
• #53: i. According to some surveys 96% of all bullying is witnessed either directly (0bservation) or indirectly (they see you coming out of a closed door meeting looking distraught)ii. Obtain separate statements for each incidentiii. Witnesses can be peers, by-standers, peers of the bully, other employees, etc.Put the responsibility where it belongs – on the bully. Do not help to excuse the bully’s behaviour by offering possible reasons for the bullying.ii. Do NOT use the -When you do X, I feel Y – statement. Bullies do not feel empathy toward others, and telling a bully how she made you feel only heightens your victim status in their eyes.iii. Prepare and practice a speech about the unprofessional, unacceptable, unthinkable pattern of misconduct that the bully has displayed. Tell the bully what your next step will be if this behaviour does not stop immediately, or if there is retaliation.
• #56: - the fact that when a person needs help, many observers simply stand idly by and don't assist the victim. Often, the more observers, the less helping because of what's known as "the diffusion of responsibility." ("Someone else will help." "It's not my responsibility.").
• #62: i. , and which specifically mentions bullying. Ensure that all staff are aware of their rights and responsibilities under this policy
• #64: with specific questions about the possibility of bullying
• #65: Report all bullying whether experienced or observed by developing a procedure that is flexible, confidential and ensures fair treatment for everyone involved
• #66: –on acceptable and unacceptable behaviors regardless of rank or power in the organization
• #69: Ensure contract language includes specific reference to bullyingEnsure that there is a confidential and effective process for reporting bullying behaviourEnsure that there is a confidential and effective process for reporting bullying behaviour