Workplace Bullying in Health Care

The literature indicates that almost one-third of all Americans who work experience bullying on the job by peers, managers and supervisors, or owners. The number might actually be higher, because some people do not want to admit that they are bullied at work. They might be ashamed to admit it. If this number is accurate, workplace bullying is becoming an epidemic in the United States. Maybe you or someone you know has been bullied at work. Perhaps you know the bully or worse, you are the bully.

What is Workplace Bullying?

First of all, there is no single, agreed-upon definition of workplace bullying. This phenomena impacts employees not only in the United States, but around the world. It is a growing concern in health and other industries and appears to be on the rise.

One definition identifies bullying as repeated and unreasonable behaviors against employees or groups of employees by others. The intent is to intimidate, hurt or create some risk to an employee’s health, well-being or safety. Another definition identifies the behavior as persistent and aggressive. Tactics such as verbal and non-verbal humiliation are used against employees. It may also involve psychological or physical aggression. Still another definition of workplace bullying identifies it as a form of violence and torture.

What is the Goal of Workplace Bullying?

Although there are various definitions of workplace bullying, the main goal is control. A bully will engage in various tactics to shame, humiliate or render their target powerless. Some other names for workplace bullying include:

• Psychological harassment
• Psychological violence
• Emotional abuse
• Emotional manipulation

Workplace Bullying Tactics

Tactics include excluding, insulting, criticizing one’s abilities at work, discounting accomplishments and blaming the employee. Managers and supervisors may use inconsistent rules to favor some employees while punishing others. They may make unreasonable demands on employees and threaten to take their job away. Some bullying tactics are yelling and screaming at employees. Another is taking credit for the work of others.

There seems to be no shortage of workplace bullying tactics. Demeaning one’s work and personal value is common. Perhaps a manager is purposely limiting one’s job role and holding them back. Acting with aggression is another tactic. Resorting to physical violence can also occur.

What Employees Can Do

No one should be bullied at work. Employees need to regain control and take action against bullying. First and foremost, the employee needs to recognize that he or she is being bullied. People can become so used to abuse that they no longer consider themselves bullied. They may think “It’s just the way it is”. The employee must also realize that he or she is not the problem – the bully is. It is smart to keep a diary and document who, what, when, where and why of bullying. Keep copies of harassing or bullying emails. Be ready for the bully to deny everything and be able to identify and resolve the issue.

What Employers Can Do

Start by developing and enforcing a zero tolerance for bullying in the workplace. Act immediately when you hear or see something. Investigate all complaints and take them seriously. One of your employees may be in danger. Develop open lines of communication concerning bullying. If you are a manager or supervisor, make sure you are well trained on this topic. Revisit your company’s policies on workplace violence, harassment and bullying.

Final Words

Workplace bullying is real and impacts up to 33% of the American workforce. No one should tolerate it. While workplace bullying takes on many forms, it can go undetected. Employees need to be aware that bullying is taking place and do something about it. Review your workplaces policies on harassment and bullying. Know your rights. Stop workplace bullying.

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