I read an excellent dispatch by Ms. Cari Tuna in the www.online.wsj.com today on the above subject. Bullying at workplace like sexual harassment is little understood. I have not gone into the legal cases mentioned but am giving the gist on workplace bullying which has become a major problem at workplace.
What is workplace bullying ?
Bullying at workplace is defined as a subtle, persistent and often non discriminatory harassment of co-workers leading to mental distress. It need not be always a superior bullying other people. It can be peers, subordinates and fellow workers too. Till recently, bullying was not considered illegal like sexual harassment and racial discrimination. But things have changed. Bullies can now be taken to court in USA, though specific laws are not still in place because of the confusion surrounding it. A law or rule can be made only when the issue is clear.
The effects of bullying is mainly that it leads to large scale absenteeism first, higher people turnover leaving the organization and finally illegal activities, if left unchecked. Now what are the actions that can be construed as bullying ?
Using abusive language while yelling at employees for some mistakes committed. Use of four letter words is positively repulsive and unacceptable when firing people and can be considered as bullying. The use of four letter word at workplace is fairly common in USA, even in non abusive and friendly situations. This has to be re-looked at by all companies.
Displaying aggressive body posture like clenched fists or obscene signs like raised pointed finger.
Making vulgar jokes or obscene remarks about fellow workers girl or boy friends or spouses.
Harshly criticizing fellow employees. A person may be inept or inefficient at work but that does not mean his or her dignity can be violated. The right to hire and fire exists with every employer but the right to bullying by demeaning and belittling employees and causing mental distress does not exist. Putting people under duress is bullying.
The most common form of bullying in developing countries is to hold the salaries and other allowances of employees and asking them to sign on the dotted line discharging the company of all liabilities and wrong doings when the fact is otherwise. This is the most despicable act one can commit and such people and organizations are not worth working for and should not exist. Since the legal process is time consuming and expensive, most people just accept it as their fate and destiny and many organizations get away with it.
The effects of bullying at workplace
It leads to work related worries, stress and anxieties.
It leads to physical health problems like blood pressure, hyper tension and diabetes.
It leads to psychosomatic disorders, emotional and mental problems.
It leads to people leaving the organization and making the company lose millions in the long run.
It leads to mistrust and distrust in people at the workplace. As a result, the workplace becomes a dreaded and hated place. People do not feel happy to come and work there. The morale becomes very low. People are prepared to lose jobs and starve rather than work at such places.
Research done by two Canadian Professors is even more startling. They found that bullying is causing more damage than sexual harassment at workplace. They found people who were bullied quit more often than sexually harassed people. The names of these two Canadian professors has not been mentioned but I must say it is landmark observation. This has answered some of my doubts. The problem is bullying is done when the boss is not around and the boss cannot be around all the time in large organizations. One more observation in the dispatch is that bullying is highly prevalent in government organizations. I was not aware of this but know for a fact that sexual harassment is highly prevalent in governmental organizations in Asia and Africa.
What is the solution ?
Companies must have a specific policy on bullying at workplace. The laws are not in place in most states because nothing is defined. Sooner it is done, the better because organizations are losing in billions because of the turnover of people.
© Copyright, Aug 20-08 . Without prejudice. All rights reserved
Workplace Bullying - To learn more about this author, visit Madhavan T Gopalachary's Website.
Like this article? Share it with your friends
 |
Related Articles |
|
 Workplace Bullying
|
| |
I read an excellent dispatch by Ms. Cari Tuna in the www.online.wsj.com today on the above subject. Bullying like sexual harassment is little understood. I have not gone into the legal cases mentioned but am giving ...
|
|
Tough on Bullying
|
| |
Not having processes that identify and deal with bullying can cost millions of dollars down the track.
|
|
Bullies At Work
|
| |
This article provides a definition of bullying, discusses the difference between bullying and harassment, provides tips on what to do if you suspect you are being bullied and for an organization to identify and deal...
|
|
Anger Solutions™ at Work: How to Cope with a Bully Boss
|
| |
Bullying at work is a form of workplace violence. By implementing sound strategies, and ensuring all employees are on the same page, employers and workers alike can reduce the risk and make work a safer place to be...
|
|
Bullying at Workplace – 2
|
| |
In July 2000, a British lady got in touch with me on the subject. I got some insight on the term bullying. I have given some instances of bullying in the modern age and in a developed and civilized society like UK.
|
 |
Related Businesses - Evan Elite Authors |
|
The Evan Elite Authors program is currently in beta phase. For details please contact us.
|
|
|
Madhavan T Gopalachary
(Visit Madhavan's Website)
Madhavan Gopalachary, nick name "madgopes"
(g pronounced as in go) given by IIT
classmates, is a Mechanical Engineer and
an alumnus of Indian Institute of
Technology, Madras having passed out
specializing in IC Engines &
Thermodynamics.
He has nearly 35 years of experience in
the Corporate World. He started off as a
trainee and handled sales, marketing,
manufacturing, product management, profit
center management, strategic planning and
corporate development including R & D in
various organizations and at various
levels before becoming a CEO. His last two
professional assignments were at CEO level
before embarking to start management
consultancy business on January 01, 1998.
He has worked for British, Swedish MNCs as
well as very large Indian business houses.
He has spent a large portion of his time
from June 1998 till date in East African
Countries practicing as an independent
Management Consultant.
More details can be obtained at the
following web sites:
mmg.name
/mtg.html;
mmgconsu
lting.biz/
Madhavan's articles can be accessed at www.madgopes.com
.
|
|
 |
|
|
|
|
![[Get Copyright Permissions]](http://license.icopyright.net/images/icopy-w.gif){kind=small}
