An estimated 37% of workers in the United States, or about 54 million people, are bullied at the office, according to a 2007 Zogby International survey. The bully’s victims are not the only ones to suffer. The people in nearby cubicles and offices are also negatively affected. If these witnesses are included, the percentage balloons to 49% of workers, or 71.5 million people.
One spectator to the frequent bullying of the man in the next cubicle reported to this writer that she felt as if she was being forced to watch a mugging every work day. She eventually quit. Her neighbor stayed and took it.
This article seeks to help readers learn how to deal with an abusive superior without losing their jobs or their self-respect. It also encourages top management to do all in its power to put an end to the harassment and mistreatment that undermines growth and drives up costs.
Workplace Abuse Causes Physical and Emotional Damage
About 45% of individuals targeted by bullies at work suffer stress-related health problems, according to the Zogby survey. Related health issues include cardiovascular problems, an impaired immune system, debilitating anxiety, and even post-traumatic stress disorder, says Gary Namie, director of the
Workplace Bullying Institute and president of Work Doctor, a consulting firm that specializes in correcting and preventing workplace bullying.
A study published in the June 2007 issue of The Journal of Management Studies showed that bullying is more prevalent in American workplaces than in Scandinavian countries and is about equal to rates reported in Great Britain. The study grew out of an Internet survey. In order to be properly defined as bullying, targeted respondents had to claim at least two abusive acts, weekly or more often, for six or more months, in situations in which they found it difficult to defend against or stop.
How to Eradicate Workplace Bullying Before a Costly Lawsuit is Filed
Managers should pay special attention to the problem because annual premiums for employment practices insurance range from $5,000 to $100,000, according to USA Today. Coverage typically comes with up to $50 million for compensatory damages, which is the actual loss suffered by a losing defendant in settlements and legal fees. Those punitive damages that are typically awarded by the court to send a message to the offending employer are not covered.
Every successful employee has an intense desire to be the best. Most workplaces encourage this fight to win attitude, driving their employees to acquire the skills needed to outwit or at least outwork the competition. Such basically sound management strategies can help turn desire and energy into belligerence and hostility. In a mild form, the bully can appear to be simply nagging. At worst, he or she can become the bad apple that destroys the company.
The bad apple bully develops the general attitude that other people are inferior and incompetent. At first, he or she may surround himself/herself with compliant people, firing any loyal subordinate who tries to think independently or anyone who doesn’t agree with the bully’s whims.
Unless It's Nipped in the Bud, the Bully's Abuse May be Hard to Stop
“Bullying, by definition, is escalatory. This is one of the reasons it’s so difficult to prevent, because it usually starts in really small ways,” said study team member Sarah Tracy, director of the Project for Wellness and Work-Life at Arizona State University.
While every dynamic company encourages drive and competition, it must also show employees how to immediately recognize the tyrant. It must also help targets effectively tell their stories in a clear, linear way, complete with vivid details. The human resources door must always be open to them, and the HR manager must always be willing to devote at least one-half hour to listen attentively and objectively to every horror story.
The only solution for victim, witness, and superior is to put an end to the abuse immediately. For advanced cases that are causing output and quality to suffer, it's too late. There is no cure.
Reference:
Adams, Andrea, Bullying at Work: How to Confront and Overcome It, Virago Press, London, UK, 1992
Kohut, Margaret R., The Complete Guide to Understanding, Controlling, and Stopping Bullies & Bullying at Work: A Complete Guide for Managers, Supervisors, and Co-Workers, Atlantic Publishing Group, Inc., Ocala, FL, 2007
John Anderson - John Anderson has worked as a journalist, editor, advertising executive, Internet pioneer, and he has authored four books.
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