Workplace Bullying;

a Solution to the Problem

Rebekah Reising

English 201

10/29/2018
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Abstract

This paper describes how often bullying occurs in the workplace today, the after effects of it and how to

stop it. Bullying can happen anywhere, and is not acceptable anywhere but the studies that are analyzed

in this journal article evaluate bullying in the workplace only. The studies reveal that mental and physical

problems can occur to someone who experiences bullying on a regular basis. If not corrected bullying

can extend to affecting others of the population as well, and that is why this article would prove beneficial

to anyone who contributes to society. If bullying occurs in the workplace, it can scare those off who

contribute enormously to society. Nurses are a specific group that seem to be targeted by bullies, whether

the bully is a fellow nurse or not. This is just one example of a workforce society needs to treat those who

are ill, and workplace bullying scares those victims away from doing their job, further leaving society

without aid. The article goes into further depth and finds that workplace bullying can be addressed and

can be solved. There are just certain approaches that work and certain approaches that do not.

Introduction

Recently there has been a spate of interest in the issues having to do with

workplace bullying. This is an issue that has been ongoing for decades, and the solution to get rid

of bullying has been debated along with it. The properties of workplace bullying are still not

completely understood commonly. Most people assume that bullying is only a problem with

teens in high school and below. However, Christine Comaford word strongly oppose that

argument. Comaford specializes in human behavior and in her most previous research discussed

why bullies do what they do and what we can do to stop it.1 The most common opinion in all

research is to first acknowledge the bullying behavior for the abuse that it is. Another successful

researcher on this topic, Gary Namie says, "First you have to recognize it and make the

connection between the behavior you see at work from others and your own visceral emotional

reactions to it."2 When more steps come in to play, that is when the discussion branches off into
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several different opinions and ways to solve the issue. Another researcher by the name of

Sharilee Swaity addresses how the victim being bullied should deal with the issue, however does

not address how to fix it or what action should be taken.3

When it comes to workplace bullying, you cannot just try to become mentally content

with the situation, you must address the unfair threat and make sure it will not happen again once

it has been dealt with. Recent studies suggest telling someone of higher accord than the bully,

without fear of ‘snitching’ and states more people will have respect for the action that was taken.

To verify this finding, more work is urgently needed.4 In this article, I argue what will truly be

effective when it comes to eliminating the threat of workplace bullying. This paper describes 3

different studies conducted by Morten Nielsen, Rebecca Koenig, and James Bartlett.

Literature Review

It is important to remember that workplace bullying is more than just a rude comment

from a coworker.5 In situations where there might be a threat of bullying, it is important to know

for sure. Some signs of workplace bullying include: verbal abuse, threats, humiliation,

gaslighting, isolation, withholding resources or information, intimidation, sabotage, reputation

rumors due to rumors, or unfairly negative evaluation of work.6 There are plenty more factors as

well that could be considered bullying but it is important to remember people have off days/bad

days, and you must only try and solve an issue if there really is one. That is just another conflict

that goes into this conversation, how do you know when it is an issue and when it is innocent?

There are several studies on workplace bullying all throughout the internet, books, and

more. We will be talking about many of these sources and the different perspective each one
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takes. This will provide a basic understanding about the different perspectives, opinions and

actions one can take to solve this issue. One article was written by Gwen Moran and she mainly

discusses how to deal with workplace bullies.7 She describes the key to stop the bullying is to act

immediately when you notice it. Moran’s contribution to this conversation uses very

independent, strong, and some ‘do it yourselves’ tactics.8 More specifically, she says you need to

ground yourself and stay calm when an incident like this can make its way towards you.9 Most

bullies are just looking for a reaction no matter how old they are, immature they are, or who they

are, they want the same thing.10 So, to show them you are strong and you’re not hurt by what

they say, they will have no reason to continue the torment that they have been. If it keeps

happening, she suggests to start documenting the events, and who saw or heard it. This could

help you eliminate the bullying problem with proof. Lastly, she suggests to find a professional

who has more power over you and the bully. 11Most of the time, there is a human resources

department that should have a zero bullying policy and can further take the situation from there.

We will be looking at one specific study done by Morten Nielsen, an accomplished

professor with a PHD in Psychology and an award winner of the 2009 Emerald Outstanding

Doctoral Research Award in the Leadership and Organizational Development category. Nielsen

conducted research on the cross-sectional evidence on individual outcomes of workplace

bullying. From the results of his study he concluded that bullying is most strongly related to

symptoms of post traumatic stress and mental health problems, this furthered the confirmation of

his exact hypothesis.12 The results also show that workplace bullying has seemed to be a major

contributor to workers intending to leave (turnover rate) and shows a decline in job satisfaction

and organizational commitment.13 The correlation between workplace bullying and mental health

problems further support the need for developing organizational strategies and measures against
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bullying in the workplace.14 The only weak association that was found was bullying and

productivity.

Rebecca Koenig is another researcher who specializes in the research of dealing with

bullies in the workplace. Koenig goes on to explain that you must first recognize the issue and

exactly how you feel about it.15 If necessary, and if the issue is not getting solved by itself she

suggests maybe talking to a counselor to help your mental health along the way. Sometimes,

when you confront the bully and tell them to stop is all it takes, and this might be wise to do

anyway due to the maturity shown and not much more conflict can occur from this.16 However,

conflict can occur from any situation, so if this strategy does not work Koenig suggests to start

building alliances with fellow coworkers who will back you up when the issue is addressed with

those in leadership.17

Another researcher, James Bartlett, specialized in issues under Human Resources

Management, this being one. He conducted a study that mainly included data from several online

databases. Like most studies, he confirmed that workplace bullying is a present issue to this day

and causes several negative impacts on those who are affected.18 Bartlett joins the conversation

and touches on how to deal and eliminate this issue. He suggested that it is important to create an

incivility-free workplace, establishing policy, and build leadership that is authentic to reduce

incivility.19 To get in to more detail; assessments, monitoring, corrective actions, and training

would be the suggested actions to take in order to enforce this bullying free policy.20 Training

would be the first step to take and this entails developing a program that provides bullying

situational examples and then further demonstrates how the individual getting bullied is affected.

Once this training is activated, Bartlett emphasizes the importance that the enforcers cannot

forget about the issue once the training is over with.21 This should be something that those in
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leadership are constantly monitoring and trying their best to be aware of. If this is done, and

there are still incidents of workplace bullying, the correct actions must take place. These actions

need to be harsh and threatening in order for every worker to take the issue seriously. With these

steps, Bartlett believes society can take a real step in eliminating workplace bullying. 22

Response

There has been several studies and suggestions done on workplace bullying.

These entail strategies to eliminate it and as well prove it is an issue that is happening in society.

I will be discussing my own personal opinion and what I take away from the different studies

and suggestions that have taken place. I agree that workplace bullying is an issue to this day

around the world and can happen in any company. I have never experienced it myself, but like

some people in the studies done, I have seen it happen right before my eyes. The studies only

further prove my hypothesis that was already formed, workplace bullying is occurring. In the

different articles that first prove workplace bullying is still in action, they go on to prove through

different studies that it is strongly correlated with mental health issues. Mental health is a very

serious problem, so serious that it can in turn end up affecting your physical health as well. The

studies also prove that bullying and mental health are correlated, which means bullying is the

causation. In a certain data set, from the U.S Bureau of Labor Statistics shows that 100 out of

300 participants were diagnosed with anxiety/depression from workplace bullying, 75 signed off

work with stress and 72 had to leave the job.23 These results are a whole third of the population

interviewed. Almost a third also had to leave their job, cutting the work staff severely short. This

only isn’t good for employers because they cannot function without employees, it isn’t good for

the whole population because society functions from the work done in different corporations of

factories. With certain companies or factories shorthanded on staff, they can’t function to make
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products, or give service to those who need it and pay money for it. Lastly, it also effects the

employees who are suffering mental problems which are so strong it leads to physical problems

as well.

Another data set discovered from Safe Work Australia, took a portion of those who said

they have been affected by workplace bullying. 33% said they received the effects from work

pressures, 21% said they received effects from harassment, 17% said it was an exposure to

violence and 29% said other.24 This shows that there is more than just one kind of bullying, there

are several and all kinds have the same outcome; a hit on mental health. This country is based on

equality and I believe that that means every person has a right to be treated in a fair way.

Workplace bullying is not fair; due to several reasons but one being that those who are employed

are employed because they need to make a living. That is how they pay for their house, car, kids,

or hospital bills and more. Workplace bullying has the ability to take all of those things away

from them because they either have to leave their job due to uncomfortableness or mental health.

Another data set from Safe Work Australia shows that 7% of those who contributed in the survey

lost their home, after leaving their job due to workplace bullying.25 In my eyes this is

unacceptable and I believe that in order to stop it, something more than just training videos need

to happen. I don’t believe those are very effective because videos are not personal in any sense.

Bringing certain speakers into the workplace who have been victims of workplace bullying

would bring more of an emotional spot with people hearing the story. Hearing it from a real live

person brings awareness and shows a true story. I don’t believe that any one method will 100%

work, so those who continue to bully should be eliminated after one warning. I don’t believe it

should be tolerable, and those who are prone to do it need to be shown that it is not acceptable

for any workplace.

Conclusion

After researching the psychological and physical effects of workplace

bullying it is concluded that it is an ongoing issue that has not yet been fully solved. It still

happens, people are still affected, and it needs to be stopped. If different methods and awareness

are applied there is great hope for the future of workplace environments, and also hope for more

mental health in this world. This would be a long process and definitely one of trial and error, but

I believe finding the outcome that works would be worth it. Saving thousands of people from

mental illness, hospital and therapy bills, shortage on workers and more. One point that was

agreed upon with all researchers was that extreme cautions need to be put into action, and this

requires more than just a training video. Anyone in the workplace needs to be aware of that fact

that their actions affect others and employers should not want the type of people who don’t care

about their actions in their staff. Solving this issue would impact society in such a positive way

and hopefully leaving workplace bullying in the past.

Bibliography

Akella, Devi. Workplace Bullying – Not a Managers Right? Sage Journals, 2016.

Bartlett, James. Workplace Bullying: An Integrative Literature Review. Sage Journals, 2011.

Comaford, Christine. How to Stop Workplace Bullying in their Tracks. Forbes, 2014.

Jackson, Rowena. Trends in Workplace Violence. U.S. Bureau of Labor Statistics, 2015.

Jones, April. Experience of Protagonists in Workplace Bullying. International Journal of Nursing

and Clinical Practices, 2017.

Koenig, Rebecca. Battling Bullying in the Workplace. U.S News, 2016.

Moren, Gwen. 5 Common Workplace Bullies (And How to Deal with Them). Fast Company,

2016.

Namie, Gary. Gender Pairing in Workplace Bullying Situations. 2014.

Nielsen, Morten. Outcomes of Exposure to Workplace Bullying: A Meta-Analysis Review. Work

& Stress, 2012.

Outcomes of Workplace Bullying. Safe Work Australia, 2018.

Serious Claims in the Workplace. Safe Work Australia, 2018.

Swaity, Sharilee. What NOT to Do When Being Bullied at Work. ToughNickel, 2018.

1
Christine Comaford, How to Stop Workplace Bullying in their Tracks, (Forbes, 2014), 1.
2
Gary Namie, Gender Pairing in Workplace Bullying Situations. (2014), 1.
3
Sharilee Swaity, What NOT to Do When Being Bullied at Work. (ToughNickel, 2018), 3
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4
April Jones, Experience of Protagonists in Workplace Bullying: An Integrated Literature Review. (International
Journal of Nursing and Clinical Practices, 2017), 2.
5
Devi Akella, Workplace Bullying- Not a Managers Right? (Sage Journals, 2016), 1.
6
James Bartlett, Workplace Bullying: An Integrative Literature Review. (Sage Journals, 2011), 4.
7
Gwen Moran, 5 Common Workplace Bullies (And How to Deal With Them). (Fast Company, 2016), 1.
8
Gwen Moran, 5 Common Workplace Bullies (And How to Deal With Them). (Fast Company, 2016), 1
9
Gwen Moran, 5 Common Workplace Bullies (And How to Deal With Them). (Fast Company, 2016), 1
10
Gwen Moran, 5 Common Workplace Bullies (And How to Deal With Them). (Fast Company, 2016), 2.
11
Gwen Moran, 5 Common Workplace Bullies (And How to Deal With Them). (Fast Company, 2016), 3.
12
Morten Nielsen, Outcomes of Exposure to Workplace Bullying: A Meta-Analysis Review. (Work & Stress, 2012), 2.
13
Morten Nielsen, Outcomes of Exposure to Workplace Bullying: A Meta-Analysis Review. (Work & Stress, 2012), 2.
14
Morten Nielsen, Outcomes of Exposure to Workplace Bullying: A Meta-Analysis Review. (Work & Stress, 2012), 2.
15
Rebecca Koenig, Battling Bullying in the Workplace. (U.S. News, 2017), 1.
16
Rebecca Koenig, Battling Bullying in the Workplace. (U.S. News, 2017), 1.
17
Rebecca Koenig, Battling Bullying in the Workplace. (U.S. News, 2017), 1.
18
James Bartlett, Workplace Bullying: An Integrative Literature Review. (Sage Journals, 2011), 1.
19
James Bartlett, Workplace Bullying: An Integrative Literature Review. (Sage Journals, 2011), 1.
20
James Bartlett, Workplace Bullying: An Integrative Literature Review. (Sage Journals, 2011), 1.
21
James Bartlett, Workplace Bullying: An Integrative Literature Review. (Sage Journals, 2011), 1.
22
James Bartlett, Workplace Bullying: An Integrative Literature Review. (Sage Journals, 2011), 1.
23
Rowena Jackson, Trends in Workplace Violence. (U.S. Bureau of Labor Statistics, 2015)
24
Serious Claims in the Workplace. (Safe Work Australia, 2018)
25
Outcomes of Workplace Bullying. (Safe Work Australia, 2018)