Bullying in the workplace

Published 12th Dec 2006 by Admin
Bullying in the workplace Bullying is not just a problem for the school playground. It haunts the workplace too, with at least one in four people claiming to have been persecuted at work over the past five years. And the suffering extends beyond the victims. British businesses are footing the bill for 18.9 million lost working days a year because of intimidation, according to the employment advisory service Acas. The good news is that as the problem has grown so have the information and support networks to help both victims and employers. Most prominent of the helplines is the Andrea Adams Trust, an anti-bullying charity named which organises the Ban Bullying at Work Day.Trust chief executive Lyn Witheridge says:
“Bullying has become one of the most destructive forces eroding the lives of people who have to go to work. Bullies will give somebody tasks they know cannot be achieved in the time given. They also remove responsibilities, constantly change instructions, persistently nit pick or freeze the target out.”
The small details build into a bigger picture that can overwhelm the victim, so even if they are brave enough to speak out it sounds like neurotic whingeing. Unfortunately, the persecutor is likely to be a manager or supervisor who is misusing responsibility in order to undermine or humiliate the victim. A further complication is that some managers don’t actually intend to cause distress. They think that enforcing targets or standards without explanation or mimicking scenes from The Apprentice is what is expected in a competitive climate. This means the early signs of bullying can be difficult to detect.

How It Begins

Intimidation tends to build up gradually. Small incidents build to create a bigger picture and it is usually at this stage that the victim is forced to give an emotional response. However, to others it can seem as though they are making a fuss about petty incidents. Frightened victims do not make effective employees. They are likely to suffer from stress, take sick leave and even resign - leaving the business to pick up the bill for the bully’s actions.

How Can An Employer Keep Bullying At Bay?

1) A zero-tolerance policy - It needs to define unacceptable behaviour and must be publicised and accessible to everyone. Such a policy must state that all claims of bullying and harassment will be investigated. 2) Good management - The less formal approach is about consistently good management and creating a positive workplace. According to the Good Boss Company, a consultancy promoting better management, stressful environments where tantrums are accepted are breeding grounds for bullies.

What If You Are the Victim?

Stay calm - don't let the persecutor set the agenda by provoking you into similar bad behaviour. Keep a record- asserting yourself with a detailed record will provide sound evidence to confront the bully with. Know the law - There is no specific legislation prohibiting bullying. Instead a victim can claim under discrimination laws and although the bully may be liable, so is the employer. Alternatively, it may be possible to bring a personal injury claim.
Admin

Admin

Published 12th Dec 2006

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