Forms of Bullying That Lead to Violence in the Workplace

Workplace Bullying

Bullying is not limited to the halls of higher learning as we have come to expect. Unfortunately, workplace bullying is a very real phenomenon in workplaces and worksites across the globe. This paper will focus on the issue of workplace bullying that can lead to violence as well as strategies to help negate bullying and manage it in the work environment.

Bullying is a form of aggression which can manifest in both subtle and overtly aggressive ways. Workplace Bullying.org identifies several forms of bullying that may lead to violence in the workplace including:

Spreading malicious rumors, gossip, or innuendo that is not true

Undermining or deliberately impeding a person's work

Withholding necessary information or purposefully giving the wrong information

Making jokes that are 'obviously offensive' by spoken word or e-mail

Intruding on a person's privacy by pestering, spying or stalking

Criticizing a person persistently or constantly

Blocking applications for training, leave or promotion

It is important to point out that violence is not just physical, psychological violence is also a valid and real result of workplace bullying. Many forms of bullying lead to psychological effects on the victims such as anxiety, panic attacks, loss of appetite, inability to sleep, low morale and absenteeism just to name a few. While bullying is a problem that can be difficult to pinpoint depending on the form, it is not just morally wrong but also counterproductive in any organization. Effective strategies to manage workplace bullying are establishing an anti-bullying policy, maintaining open lines of communication and education and training. Each strategy is discussed in detail below.

Anti-Bullying Policy

. The first step in the management of workplace bullying is to create a comprehensive policy outlining the repercussions and consequences of those found guilty of workplace bullying. This will make it abundantly clear that workplace bullying is not tolerated and can have dire consequences for those found guilty. This policy should not just focus on the punishment but also establish the purpose for an anti-bullying policy, outline the impact of bullying on the organization, establish the role of management in helping to negate bullying, outline strategies and initiatives for eliminating bullying and provide protocol that employees should use if experiencing or witnessing bullying. By establishing a policy of zero tolerance, employees will know what to expect and understand the process for handling cases of bullying if and when they arise.

Open Lines of Communication

It is imperative employees understand the company takes any and all allegations of workplace bullying seriously. If employees don't feel comfortable, safe and supported in taking their concerns to management bullies become empowered. By not providing an outlet for employees to voice concerns and complaints, the unspoken rule will be that bullying is accepted and the victims will be without a voice. Establishing vehicles in which employees can speak freely and honestly without fear of retribution is critical. The lines of communication available to employees to report and discuss workplace aggression should be outlined in the anti-bullying policy to avoid any confusion and consistency in the handling of reported cases.

Education and Training

The anti-bullying stance should not just be written policy, it should be incorporated into all new hire orientation and trainings and be offered as a mandatory stand-alone training course for all employees. Management should also receive specific training that addresses the particular issues managers may face and how to handle situations when they arise. What was once considered "common" behavior may actually be a form of bullying. Employees must be educated so they don't unintentionally become workplace aggressors. Preventing undesired behaviors through education is more cost-effective and less damaging than dealing with the results of it. It is imperative to demonstrate an ongoing commitment and zero tolerance for anti-bullying. Consistent education and training in this area reaffirms the policy and sends the message to all that bullying is not acceptable workplace behavior.