How to deal with workplace bullying

If you are a victim of bullying at the workplace, instead of suffering it silently find a co-worker with whom you could share your story,

By: Indo-Asian News Service | Published:October 16, 2014 4:07 pm
M_Id_379442_workplace_stress The process of being believed and having someone listen to their story is crucial in helping bullying victims communicate better about their experience

If you are a victim of bullying at the workplace, instead of suffering it silently find a co-worker with whom you could share your story, a study suggests.

The process of being believed and having someone listen to their story is crucial in helping bullying victims communicate better about their experience, the findings showed.

“How victims tell their stories makes all the difference in whether people believe what the targets are saying is true,” said Stacy Tye-Williams, an assistant professor of communications studies and English at the Iowa State University in the US.

Tye-Williams pointed out that when someone experiences serious trauma at the workplace, it is difficult to explain to people what is happening to him/her.

If victims are not believed and do not have someone to talk to about their story, then they have a hard time formulating a narrative.

“Even if you are not comfortable as a co-worker reporting the behaviour, letting the victim tell you their story, go with you to have a drink and vent, or just feel believed can help,” Tye-Williams added.

Approximately 54 million workers, or 35 percent of US employees, are targeted by a bully at some point in their careers, according to the Workplace Bullying Institute.

Instead of reporting it, the researcher found several of the people she interviewed for the study, suffered silently.

More than half reported being bullied by their manager or boss, while others were targeted by a co-worker.

It was difficult for many of the victims to find the right words or to put the events in logical order to explain how the bullying started and escalated.

The study appeared in the journal Management Communication Quarterly.

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  1. M
    Max Pinto
    Oct 24, 2014 at 6:55 pm
    Targets, victims and witnesses of bullying have a few avenues to pursue (as comparedwith victims of ual harment) when subjected to bullying, i.e., repeatedand obvious acts of aggression, spreading malicious rumours, excluding someonesocially or from certain projects, undermining or impeding a person’s work oropinions, insulting a person’s habits, atudes, or private life and intrudingupon a person’s privacy. Others include being rude or belligerent, destroyingproperty, aulting an individual, or setting impossible deadlines. Althoughbullying is recognized as detrimental to occupational health, there seems to belittle political or corporate interest in stopping it schoolyard bullying, the bullies are children, whose behaviour is controlled by the leaders, i.e. the school administration. In workplace bullying, however, the bullies are often the leaders themselves, i.e., the managers and supervisors. Therefore, reporting a bully to the HR dept, for example, may expose the target/victim to the risk of even morebullying, slower career advancement, or even termination, on the grounds ofbeing a “troublemaker!”.Workplace bullying has severe consequences, including reduced effectiveness, higherabsenteeism and higher employee turnover. An employee who suffers any physicalor psychiatric injury as a result of workplace bullying can confront the bully,report the bully to the HR department or to the trade union, if any, or bring aclaim of negligence and/or a personal injury claim against both the employe the abusive employee as joint respondents in the claim. If the law does notpersuade employers to deal with workplace bullying, the economic reality willpersuade them. Training sessions can help when combined with a confidential reportingstructure, but it is difficult to alter the basic nature of some individuals,who may need counselling.Maxwell Pinto, Business Author:www.amazon/s/ref=sr...
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