Workplace Bullying, Manipulation, and Psychological Harassment
27 June 2008
Read by 1659 persons
Statistics on workplace bullying, manipulation, and psychological harassment are nearly impossible to measure. These behaviors are difficult to define precisely, and victims aren't always able to take action, making it challenging to compile statistics. However, it's clear that too many workers are victims of such behavior, and far too many suffer in silence.
The psychological consequences for individuals are serious, especially in the long term, and employers also suffer economic consequences. Therefore, I believe it is the responsibility of companies to properly manage their human resources and identify employees engaging in harmful behavior towards their colleagues. Action must be taken quickly. In a context of labor shortages, major employers will have no choice but to become "harassment-free." As for smaller employers, it remains to be seen if the bosses themselves aren't at fault…
I don't believe the IT world has any specific characteristics regarding damaging interpersonal relationships, except that it's a field where projects are often behind schedule and over budget. This can lead to accusations being made to identify those responsible for delays. Political games are significant, and the pressure is constant. Furthermore, let's highlight that this professional field is 85% male.
Bullying:
This article presents the results of a very serious Canadian study which claims that bullying is even more damaging than sexual harassment. While surprising, these results only support the need for employers to better control this type of situation.
Manipulation:
Manipulation is omnipresent in the workplace. For some, it's almost a game at which they excel to achieve their professional goals. Several forms of manipulation and manipulator styles exist. This article can help you determine if you are a victim of manipulation.
Psychological Harassment:
I repeat, in my opinion, employers must do everything to establish policies for preventing and resolving cases of psychological harassment (and sexual harassment, of course). Any worker who is a victim of harassment should easily identify the resources available to take action. Above all, victims of harassment should feel supported in the process of resolving the problem. This article explains the responsibilities of Quebec companies in this matter.
Posted June 27, 2008
wordpress.com
The psychological consequences for individuals are serious, especially in the long term, and employers also suffer economic consequences. Therefore, I believe it is the responsibility of companies to properly manage their human resources and identify employees engaging in harmful behavior towards their colleagues. Action must be taken quickly. In a context of labor shortages, major employers will have no choice but to become "harassment-free." As for smaller employers, it remains to be seen if the bosses themselves aren't at fault…
I don't believe the IT world has any specific characteristics regarding damaging interpersonal relationships, except that it's a field where projects are often behind schedule and over budget. This can lead to accusations being made to identify those responsible for delays. Political games are significant, and the pressure is constant. Furthermore, let's highlight that this professional field is 85% male.
Bullying:
This article presents the results of a very serious Canadian study which claims that bullying is even more damaging than sexual harassment. While surprising, these results only support the need for employers to better control this type of situation.
Manipulation:
Manipulation is omnipresent in the workplace. For some, it's almost a game at which they excel to achieve their professional goals. Several forms of manipulation and manipulator styles exist. This article can help you determine if you are a victim of manipulation.
Psychological Harassment:
I repeat, in my opinion, employers must do everything to establish policies for preventing and resolving cases of psychological harassment (and sexual harassment, of course). Any worker who is a victim of harassment should easily identify the resources available to take action. Above all, victims of harassment should feel supported in the process of resolving the problem. This article explains the responsibilities of Quebec companies in this matter.
Posted June 27, 2008
wordpress.com
