In this blog post, we will explore recent research focused on the analysis of bosses’ bullying behavior.
Tight deadlines, big projects and work pressure are just some of the things that employees deal with every day at the workplace. However, some may also need to contend with abusive and bullying behavior from co-workers or their supervisors.
Needless to say, the experience results to a negative working environment for bullying victims. It is also a difficult situation to handle and being subjected to workplace bullying over time will greatly affect a person’s mental health. In worst cases, it can also lead to suicide.
Understanding the Research on Bosses’ Bullying Behavior
A study conducted by the Workplace Bullying Institute indicated that 27 percent of employees in the U.S. have experienced being bullied at work, in most cases from their supervisors. Other similar studies also showed that bullying is becoming prevalent in the workplace.
However, a new study made by researchers Charlice Hurst, Ken Kelley and Timothy Judge from the Department of Management at the University of Notre Dame’s Mendoza College of Business and Lauren Simon of Portland State University, looked at how a supervisor’s bullying behavior has affected the employee and superior’s relationship over time.
The study’s results showed interesting responses from bullied employees such as withdrawal and retaliation. It also provided an interesting peek at the possible reasons as to why or how the bosses developed their abusive behaviors, whether it stemmed from their childhood or personal lives, or as a result of a highly competitive organization. Let’s explore some examples and ways of addressing bullying behavior shown by bosses.
Here are some examples of bosses’ bullying behavior:
1. Micro-Management
This is where excessive supervision happens, resulting in employees feeling undervalued and incompetent even the smallest details of their work.
2. Public Humiliation
Belittling employees in front of their peers or superiors, resulting in employees feeling ashamed, anxiety and self-doubt.
3. Unfair Treatment
Treating some employees favorably while being unequal to others, leading employees to consider leaving the organization.
4. Verbal Abuse
Use of insulting words, hurtful, or offensive language directed at employees. This may discourage employees from sharing ideas and avoid interaction with colleagues.
5. Discrimination
Treating employees unfairly based on their gender, race, age, or other protected characteristics. This will lead to conflict and affect relationships within the organization.
How do we break down bosses’ bullying behavior in the workplace?
- Establish Anti-Bullying Policy
An organization must implement clear and comprehensive anti-bullying policies that outline the expected behavior and consequences of bullying. Communicate these policies to all employees and ensure they understand them.
- Open Communication
Employees need to engage in respectful communication with the boss to address concerns. Share how their behavior is affecting them and express a desire to resolve the issue.
- Document Incidents
Always keep a record of bullying incidents, noting dates, times, locations, and any witnesses. This documentation can be valuable if they need to escalate the issue.
- Escalate the Issue
If the bullying continues and the internal team does not provide resolution, escalate the matter to higher management or relevant authorities within the organization.
- Seek Support
Talk to trusted colleagues, HR professionals, or employee assistance programs to seek guidance and emotional support.
Addressing bullying behavior between bosses and employees is super important for an organization. Figuring out a solution is key to making the workplace safer and more respectful for everyone.
To read more about the subject, click here to read the full article.
