Rank: New forum user
|
Hi
Is there any official estimate on the ratio of recorded vs non recorded bullying in the workplace?
best regards
|
|
|
|
Rank: Super forum user
|
Andy
I don’t know but I would hazard a guess that there isn’t. However, in my experience I would suggest that the majority of bullying is not formally unreported within organisations and/or that formal action isn’t taken either because the person who has alleged that they are being bullied don’t want to go down the formal route (although they want the bullying to stop) or because there isn’t sufficient evidence to proceed with a formal complaint.
I have myself been subjected to bullying, although I didn’t initially recognise that it was bullying!! Having subsequently ‘read up’ on the subject the person that was bullying me displayed all of the classic characteristics of a bully. Bully’s can be extremely devious, ‘Jeckyl and Hyde’ characters, and their bullying behaviour can also be very very subtle, to the extent that even if you presented what they had done ‘as evidence’ it wouldn’t necessarily be recognised by others as bullying. Once they find your vulnerability, they will exploit it; relentlessly. Bullying can be a ‘killer’ and I regard bullying as a legitimate health and safety issue. People who have been bullied can also become ‘sensitised and this can be difficult to ‘break’. Bullying can have a profound, lasting, potentially permanent effect t on those being bullied, or who have been bullied. People who allege that they are being bullied need to be taken seriously, and it is really important that you try and understand the often subtle mechanisms employed by bullies, and the fact that the bullying can be so so subtle that it is difficult for others to recognise. Bullying should have no place in the workplace, although unfortunately I fear it is far more commonplace than any records are likely to reflect. My own experience of bullying has enabled me to understand, empathise and sympathise with others who have or are being bullied and I have been fortunate to have been able to help them to cope and deal with it. It isn't always easy though, the 'bully/bullied' relationship can be very complex, and you may need to use 'professsional' help to assist.
|
|
|
|
Rank: Super forum user
|
A valid answer to the question depends on the meanings attributed to 'official', 'recorded' and 'nonrecorded', bearing in mind that the validity and reliability of a 'nonrecorded' figure is necessarily very qualified.
Depending on the definitions you use in relation to these terms, you can figure out 'best possible' answers from employment case law on websites of the CIPD, emplaw and the barrister Daniel Barrett.
|
|
|
|
Rank: Super forum user
|
Opps, my post should have read "..majority of bullying is not formally REPORTED.." caps used for emphasis in correction
|
|
|
|
Rank: New forum user
|
Thanks for the replies
canopener
Your views on this subject appear to mirror my own, the bullied/bully relationship is very complex. In the situation I'm dealing with at the moment the person who appears to have been bullied craves the good opinion and has taken on some of the characteristics of his line manager who appears to bully him. The harm bullying can do is not only limited to the person being bullied, when that person is also a line manager the poor judgement the stress of the situation can cause directly affects the welfare of his subordinates.
KieranD
Thanks for the pointers, I'll check them out
|
|
|
|
Rank: Super forum user
|
Andy
This recently-published title may provide you with a host of well-researched sources as the editor is a good researcher:
'Workplace Bullying: Symptoms and Solutions' ed N Tehrani, Routledge, 2012
I've just checked that it's available on Amazon
|
|
|
|
Rank: Super forum user
|
The World Health Organisation and The International Labour Organisation have conducted quite a bit of research and development about bullying and harassment at work, and their effects under the general title of 'psychosocial risk management'. Several specific references to their work is provided in this article:
'Developing a standard for psychosocial risk management: PAS 1010'. S Leka, A Jain, M Wilderszal-Bazyl, D Zolnierczyk-Zreda, G Zwetsloot. In Safety Science vol. 49: 1047 - 1057. 2011. Elsevier Ltd.
|
|
|
|
Rank: Super forum user
|
Depending on your purpose(s), you may find it useful to read articles in Volume 4, Issue 1 of the International Journal of Workplace Health Management, which is dedicated to 'understanding the context of workplace health management as it relates to workplace bullying'. It was published by Emerald, www.emeraldinsight.com
|
|
|
|
You cannot post new topics in this forum.
You cannot reply to topics in this forum.
You cannot delete your posts in this forum.
You cannot edit your posts in this forum.
You cannot create polls in this forum.
You cannot vote in polls in this forum.