Workplace bullying is defined as “a systematic aggressive communication, manipulation of work, and acts aimed at humiliating or degrading one or more individual.
That creates an unhealthy and unprofessional power imbalance between bully and target(s).
Result in psychological consequences for targets, co-workers, and cost enormous monetary damage to an organization’s bottom line.” (NWBC Board Member Catherine Mattice and colleague Karen Garman).
Bullying can include such tactics as verbal, nonverbal, psychological, physical abuse and humiliation.
This type of workplace aggression is particularly difficult because, unlike the typical school bully. Workplace bullies often operate within the established rules and policies of their organization.
In the majority of cases, bullying in the workplace is reported as having been done by someone who has authority over the victim.
Negative effects are not limited to the targeted individuals, and may lead to a decline in employee morale and a change in organizational culture.
Bullying can be covert or overt. It might be known by many throughout the organization but may be missed by the senior executives who tackle those cases only when they become costly.
Like other organizational phenomena, workplace bullying also can be analyzed and traced through employee’s behavior.