Workplace bullying is a serious issue that inevitably creeps into every office. Organisations need to create a safe environment for their employees and must take immediate action to curb such offensive behaviour.
What is workplace bullying? Neeraj Joshi, group VP- HR, The Chopras, tells us, “Researchers have related bullying to various industries and classified it into corporate bullying, client bullying, institutional bullying, etc. This is generally been observed within the services sector where there is more human interaction and organisations that are going though a process of change.”
Workplace bullying can take up various forms in an office. Vinod Gaikwad, GM – marketing & sales, Greenways Foods & Beverages (D) Pvt Ltd explains, “The workplace bully can be a colleague, boss or client and he/she can take the form of physical or mental intimidation. Workplace bullying can take multiple forms like constant humiliation, undue pressurisation, impossible deadlines, sexual harassment and false accusations leading to social isolation. Bullying fundamentally constitutes threatening, humiliating and ill-treatment at the workplace.” What must an employee do if such a situation arises? Kamal Meattle, CEO, Paharpur Business Centre & Software
Technology Incubator Park answers, “The victim or targeted employee must keep a track of all incidences with date, time, witnesses, stinker emails, memos and telephone calls. Meanwhile, the employee must lay a strong groundwork about the organisation’s policy on harassment and bullying. Write to the bully for a mutualsolution. If the browbeating continues, then the victim must present his or her case with factual support to the bully’s boss and the HR representative.”
Devraj Shetty, managing director, LRN India elaborates, “At times, victims of bullying go through a lot without anyone noticing. They do not report it as they think it might worsen the situation and things could go wrong. Here, organisations need to build a work environment that makes all employees feel secure. Organisations need to address such issues firmly and take immediate steps to send the right message across the workforce. Companies need to have a whistleblower policy where employees can inform the management about misconduct and bullying.”
Workplace bullying can mar the office culture and productivity in a big way. N Chandramouli, CEO, Comniscient Group suggests, “When the organisational culture is weak and not articulated well, it is prone to dilution by bullying behaviour and the productivity may dip. Organisations that encourage cross-team, cross-city and cross-cultural mixing with a culture of an open discussion, are less prone to such problems.”
Thus, prevention is as important as intervention when it comes to bullying at the workplace.

Source :The Times of India.
Date : 08/05/2013


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