“Bullying is not just about physical violence, it’s also about psychological violence – the kind of violence that leaves scars on the soul” Benjamin Disreali
In the competitive arena of today’s workplaces, fostering a healthy and productive atmosphere is non-negotiable for organizational triumph. Yet, the menace of workplace bullying, a recurring plague orchestrated by one or more individuals, persists as a formidable adversary capable of wreaking havoc on individuals and organizations alike. To triumph over this foe, we must delve into the intricacies of workplace bullying, decode its subtle cues, and unveil potent strategies for prevention and resolution.
Diversity and Organizational Hierarchy Unveiled
Enter the dynamic world of organizations, where different individuals from diverse backgrounds converge, each contributing their unique skills and qualifications. The hierarchical structure, intended to establish a framework for authority and responsibility, should ideally propel this diverse workforce forward in harmony. However, the reality often strays as power dynamics weave a web, giving birth to the menace of workplace bullying.
Cracking the Code of Workplace Bullying
A revealing study on Bullying in the Nigerian Work Environment spotlights the prevalence of bullying in the public sector, with cultural acceptance playing a pivotal role. The study exposes the silent suffering of bullying targets, hesitant to report due to the chilling fear of retribution. Compounded by the prevailing narrative in some Nigerian companies – a tune echoing “There are no jobs in the country” or “It’s difficult to find a job in Nigeria” – employees endure toxic work environments, perpetuating the insidious grip of workplace bullying.
In the realm of organizational studies, workplace bullying takes center stage, acknowledged for its corrosive impact on both individual performance and the overall organizational well-being. It manifests as the unfair exploitation of power to mistreat others, involving a toxic blend of intimidation, humiliation, and performance sabotage. This malicious behavior takes various forms, from face-to-face encounters to digital communications and social media antics.
The United Nations Human Rights Council defines workplace bullying as “repeated, unwelcome verbal or physical conduct intended to intimidate, humiliate, or undermine the victim. The International Labor Organization (ILO) boldly asserts that workplace bullying is a form of harassment and a blatant violation of human rights.
The Symphony of Workplace Bullying
Unveiling its relentless nature, workplace bullying transcends hierarchical boundaries, involving colleagues, managers, departments, and even external entities like clients or suppliers. Dispelling myths equating assertiveness with bullying and eradicating victim-blaming is essential in crafting effective prevention strategies.
The Cast of Workplace Bullies
Balancing on the tightrope of workplace relationships, bullies wear various masks. Some lurk in positions of authority, while others disguise themselves as your desk neighbor, a client, or even that seemingly friendly vendor. A bullying supervisor might brandish the threat of disciplinary measures or termination to silence opposition, shift blame for mishaps, or subtly undermine the achievements of their targets.
Unmasking the Motivation Behind Bullying
Bullying doesn’t materialize out of thin air. It often germinates from deep-seated insecurities, fear, or lingering self-doubt. Past experiences of abuse or being on the receiving end of bullying can also contribute. However, no justification excuses bullying behavior. Every individual has the right to feel secure and valued in their professional space.
Bullying Hotspots: Is Your Job on the Line?
Certain professions appear more susceptible to the bullying epidemic. Industries like healthcare, education, and services report higher rates of workplace bullying, fueled by stress, power dynamics, and constant interaction with patients, students, or clients.
However, make no mistake – bullying can rear its head in any industry or workplace. Regardless of your workplace, recognizing and addressing bullying is the first step toward a culture where everyone feels respected, protected, and empowered.
Spotting Workplace Bullying
Recognizing the signs of workplace bullying is paramount for swift and effective intervention. Signs include constant criticism, unreasonable demands, threats, social exclusion, and sabotage. Identifying these red flags is the key to unlocking a healthier work environment.
The Toll on Individuals
Workplace bullying exacts a toll on both individuals and organizations. Victims often grapple with psychological distress, physical health problems, humiliation, anger, anxiety, discouragement, hopelessness, depression, burnout, reduced quality and quantity of work, lower levels of job satisfaction, reduced productivity increased absenteeism and a desire to leave the organization and in some cases even Post-Traumatic Stress Disorder (PTSD).
Some have even committed suicide. It’s a toxic cocktail that compromises individual well-being and organizational vitality.
The Organizational Fallout
The insidious tendrils of workplace bullying extend to impact employers as well. Increased absenteeism and turnover are common outcomes, with 30% of bullied employees contemplating resignation, according to noworkplacebullies.com.
Employers face reduced productivity, legal challenges, recruitment expenses, damaged reputation, diminished employee loyalty, and negative publicity. Retaining talent becomes a daunting challenge.
Preventing Workplace Bullying
Creating a workplace culture of respect, inclusivity, and open communication is crucial. Human Resource professionals can lead the charge by establishing clear policies, providing ongoing training, promoting open communication, and encouraging bystander intervention.
Addressing Complaints Head-On
Addressing workplace bullying demands a multi-pronged approach. Strict compliance standards, corporate ethics promotion, and a dedicated reporting team can empower victims to voice their concerns.
Beyond reactivity, organizations must invest in workplace engagement, behavior awareness training, and stress management programs to foster a supportive work culture.
Leadership, Management, and Employee Roles
Organizational leaders play a pivotal role in enforcing policies, providing communication channels, and instituting fair investigation processes. Managers, being closer to the frontline, must listen to concerns, address aggression promptly, and support ongoing training initiatives.
Employees can contribute by modeling respectful behavior, communicating concerns, participating in awareness training, and collectively standing up against bullying.
A Collective Stand Against Bullying
Colleagues witnessing bullying incidents play a crucial role in prevention through bystander intervention. By collectively standing against bullying, employees not only protect themselves but also foster unity, discouraging toxic behavior and cultivating an environment characterized by respect and empathy.
Collective Responsibility for Safe Workplaces
Creating and maintaining safe and respectful workplaces is a collective responsibility. The prevalence of bullying hinges on the tolerance within environments and cultures. Observing and reporting instances of bullying, whether as a victim or a witness, is integral to prevention.
Each individual plays a critical role in shaping and preserving a workplace culture rooted in respect and empathy.
Legal Protections in Nigeria
For employees facing workplace bullying, overcoming the challenge may seem daunting, especially when considering legal avenues. Meticulously documenting instances of misconduct through a journal or memoranda can fortify your position. While workplace bullying recognition lags in Nigeria, global standards emphasize its classification as a human rights violation.
The United Nations Human Rights Council urges the government to institute measures preventing and addressing workplace bullying. Although the Nigeria Labor Act lacks explicit workplace bullying provisions, its broader principles can be leveraged, with the National Industrial Court offering a legal avenue for disputes.
A Call for Comprehensive Change
Effectively combating workplace bullying in Nigeria demands a comprehensive approach. Government intervention is crucial, advocating for explicit labor laws defining and prohibiting workplace bullying. Regulatory bodies overseeing workplace ethics and enforcing anti-bullying regulations would ensure organizational accountability. Human rights groups, like the ADR (Alternative Dispute Resolution) Centre in Nigeria, play a pivotal role in this fight, deserving unwavering support.
