peaccenicked
7th March 2002, 22:56
Adult Bullying -
a problem of relational violence
This International Allies Against Workplace Harassment site owned by Joseph Cooper
[
Table of Contents
Preface
Introduction to the problem of Adult Bullying
What is Adult Bullying
Attitudes to the effects of Adult Bullying
The epidemic of violence in the workforce and its relation to Adult Bullying
The status of Adult Bullying in the world today
What can be done to stop this practice
10 steps to reform Bullying practices in society today
Resources on Bullying practice and prevention
Websites dedicated to the study of Bullying practice and prevention
Preface
The practice of adult bullying has come to be recognised as an epidemic of violence in our society, and may represent the number one relational dysfunction found in society today. Over 50% of the adult population has experienced this form of violence at work, at home, and in society. Research evidence is showing that childhood bullies become adult bullies, and that adult bullies far too often become people who systematically harm those around them with impunity due to misunderstandings about its causes. Research has clearly shown that unless social intervention stops the bullying process, the bully is rarely motivated to change themselves because the social rewards for obtaining personal power seems to encourage this behaviour. At one time bullying behaviour in children, adolescents and adults was seen as "being part of life", and victims had to endured these attacks in silence. Today bullying is being seen for what it is, a form of violence that is as harmful as a physical attack, and just as harmful to the victim. This page outlines the current understanding of the problem and offers a number of web sites where further information may be found on the topic. If you are a victim of bullying in school, the workplace, or at home - solutions and support are now available to you.
As this is an area of rapidly growing public interest, I will be adding new sites when ever possible
Introduction to the problem of Adult Bullying
An employer calls a person into their office and closes the door. No one else is in the room except the two people. The employer proceeds to berate the employee about their performance in very personal terms. Each time the employee try's to defend themselves they are cut off, and hanging in the air is a sense that if any attempt is made to fight back the person will be disciplined further, including being fired. The employer goes on and on about the faults of the employee, with the result being that the employee feels intense emotional pain from the experience. The employee notices that the employer is siting behind a large desk and is sitting in an equally large chair, while their own is set out in the middle of the room, and is small by comparison. A call comes in for the employer, who ignores the employee while taking it. All the while that the employer is on the phone call the tone used with the person on the other end is pleasant and friendly, but when the call is finished, the tirade continues as if it did not end. In fact the transition between the pleasant tone and the disciplinary one is instantaneous. The meeting ends with the employer saying that a letter will be placed into the employees file outlining all that has been said, while not offering to show the person its content. The employee then is sent back to their work, which they are required to continue as if nothing unusual has happened.
The disciplined person then returns to their desk feeling nauseous and disoriented. A sense of physical weakness comes over them from the effects of stress, and they are unable to focus their eyes on the work in front of them. It is hard for them to concentrate, and they are in a state of anxiety about doing something wrong. This feeling intensifies when they find that a memo is sent out to all employees in the company warning them to no do the things that disciplined employed has been chastised for, and while that person is not named, that person still feels as if they have been publicly humiliated. When they go home that night they are emotionally distant from their family, and uncommunicative about their experiences. Possibly that night they will not be able to sleep, reliving the events that took place that day. Days after the event they are still playing it out in their mind, and often find themselves fantasising about the incident, trying to fight back against the person who humiliated them.
While they may not talk about the feelings that they have in connection with the incident, they still show many outward symptoms. Fatigue, lack of spontaneity, irritability, and quick tempers are often displayed in ways that are out of proportion with what is taking place around them. They may also come to display acts of bullying themselves, as they try and regain a sense of their own personal power by emulating the person who humiliated them. Often their friends or family ask them what is wrong, they may tell them. Most often, though, they will be told to "buck up" and put the incident behind them. "Don't take it so personally" they are told, and it is suggested that they "get a thick skin". In general the main suggestion is to leave the job if they can't get along with the boss. If any suggestion is made that maybe the boss is wrong, they are told "That's the persons right as a boss". What generally follows is the advice that if they do not like the treatment, they should leave the job. Quite often this is the eventual solution that they find for their situation, though the emotional pain and discomfort does not leave them even in their new job.
The problem is that this situation is considered by many people to be a normal and acceptable part of the working world. This attitude is, however, completely wrong ! Let me explain why.
What is Adult Bullying
Social science research is showing that Canadians in particular, and citizens all around the world, are increasingly becoming victim of Adult Bullying - a form of violent anti-social behaviour that hides behind societal norms and institutional rules. We are told that "its part of the job" to have to take such abuse, and that "we" must simply accept it and develop a "thick skin". Yet the truth of the matter is that such behaviour and attacks are as damaging to the mind and body as if they were physical.
We are seeing an epidemic today of people using their power and position to deliberately hurt people in order to control them, and do so by "staying with in the rules". The rules say "no physical contact or direct attack", so what these people have done is to work "between" the rules of society and wreck havoc and pain in order to achieve their ends - which is control. It is not behaviour that is specifically male either. It is practised by both sexes on an almost equal basis, though male behaviour will more often escalate into sexual assault and other forms of overt physical violence.
The problem is that it is so endemic in Canadian society that we have come to accept this behaviour on the part of institutions, power holders, employers and other people in authority as normal. We have become so use to this type of violence that we no longer know that there are alternatives. Worse, much of our workplace/political customs re-enforces this type of behaviour, and often legitimises it.
Attitudes towards the effects of Adult Bullying
When these attacks happens to us, we are told - take it or leave. When we stand up to these attacks, we are told that we, not the attackers, have a bad attitude, and must be disciplined. When we try to change the situations, we are told that we are "whiners" and that we must be the one who grows up, not the person or group who are using the violence of their positions to achieve control over social situations.
Why should the ability to enjoy work be considered to be an ideal ? Why should social violence that includes verbal and psychological abuse be considered to be acceptable ? Why should those who hold power be able to use that power in abusive and damaging ways, in the name of "authority" ? Why should people not have the right to demand to be treated fairly and with respect when working or being in subordinate positions ?
The epidemic of violence in the workforce and its relationship to adult bullying
The fact of the matter is that we have to confront this problem of relational violence now. In an article published in the Toronto Star on July 20, 1998 entitled, "Canada near top in workplace violence" by Michael Hanlon, it stated:
Employees in Canada report rates of assault and sexual harassment in the workplace that are among the highest in the world, says a branch of the United Nations International Labour Organisation.
More than 2,000 Canadian employees were interviewed as part of a 1996 international survey on crime, and 9.7 per cent of the women said they had been the victims of ``sexual incidents.'' Of the 32 countries involved, only France (19.8 per cent), Argentina (16.6) and Romania (10.8) reported higher average rates.
Also, 5 per cent of the Canadian women interviewed and 3.9 per cent of the men reported they had been assaulted at work, ranking fourth and fifth, respectively. The figures are quoted in Violence at Work, a new publication by the Geneva-based International Labour Office.
Assault included threats and bullying and not necessarily physical violence, while sexual incidents ranged from leering, to sexual innuendo, to rape. ``Canada's ranking can be a bad sign or it could be a positive sign,'' said Vittorio Di Martino, a co-author of the study.
He suggested that the rankings could just be a reflection that more people are reporting violent acts in Canada than occurs in other countries. ``One factor could be the awareness of violence is more in Canada.''
Other countries such as Indonesia and Zimbabwe had only 1.5 per cent and 2.6 per cent, respectively, of women reporting sexual incidents at work. ``It is very difficult to compare because of different cultural backgrounds,'' Di Martino said.
Women in some countries may consider only rape to be sexual harassment, whereas a Canadian woman may ``think it is far from being a rape - it is simply unwanted behaviour,'' he told The Star in an interview.
Similar discrepancies between Canada's position and the U.S. was blamed on societal differences. The U.S. ranked highest in the number of homicides in the workplace, but much lower than Canada in the number of assaults and sexual harassment. An average of 20 workers are murdered each week in the U.S., according to the American National Crime Victimisation Survey.
The book says evidence is emerging about the harm caused by psychological violence. It cites a 1994 survey by the Canadian Union of Public Employees in which nearly 70 per cent of the respondents claimed ``verbal aggression'' was the leading form of violence against employees.
Sexual harassment, bullying and ``mobbing,'' or ganging up on colleagues, are also described as types of psychological violence in the workplace. It has been estimated that 10 to 15 per cent of suicides in Sweden are related to mobbing.
``The new profile of violence at work which emerges is one which gives equal emphasis to physical and psychological behaviour, and one which gives full recognition to the significance of minor acts of violence,'' Di Martino said.
The report says workplace violence ``transcends the boundaries of a particular country, work setting or occupational group.'' but he added that some jobs - driving a taxi, health care, teaching, social work, investigative journalism - are more risky. And people who work alone - especially in late-night retail operations such as gas bars or convenience stores - are at greater risk than those who work in groups.
( Source - http://www.thestar.com/thestar/back_issues/ED19980720/ )
The status of Adult Bullying in the world today
I undertook to investigate this phenomena of adult bullying starting from the Toronto Star article, and what I found was many people in the world are starting to fight back against this type of behaviour. There are many well developed campaign going on around the world to eradicate the effects of Adult Bullying. It is a topic that needs to be examined by all people who consider themselves to be humane and caring about their society and their community.
I suspect that the reason for this lack of information in North America is due to the fact that bullying is so key to maintaining control by employers, politicians and other people of authority. It is clear that these people do not want their authority to be challenged, and they will be very aggressive when confronted. Indeed what we have with many institutions, particularly the government, law enforcement, the military, and other areas where power and control is central to their existence is a condition of denial, which is one of the key symptoms of the dysfunction found in social environments controlled by those who use bullying.
As a result many who have tried to reform these institutions, and prevent them from using bullying as a means of implementing their power, have found themselves being being trivialised in their attempts. It takes real courage to stand up to this type of criticism and belittling, and many have become discouraged and have given up. Many others know that this type of behaviour is wrong, and have continued to work to change this condition.
What can be done to stop this practice
I have provided a listing of Websites dedicated to the study of Adult Bullying to help those who wish to better understand what this dysfunction is, and how it is practised. More importantly, I hope that this information will help people to be able to stand up for themselves in bullying situations - be it done by an individual or groups (called mobbing).
Bullying is a serious social condition that deserves to be eradicated from society. Programs are in place in Britain, Australia and New Zealand to do this. It is only becoming understood and tackled in the United States. There is only a small understanding of the Problem in Canada, and this primary focuses on childhood bullying.
It is reported that one half of the adult population has experienced significant bullying in work and other situations, so this is no longer a private problem that is up to an individual to resolve. The need to treat this as a social problem is shown in the very real effects shown upon peoples health, the dysfunction taking place in organisations and the lack of production found in organisations experiencing motivation problems. It is a billion dollar problem that is not going to go away, and will only become worse.
Let us end the myths of bullying behaviour in the same way that we are now trying to change the myths about sexual assault. Any use of power relations to change behaviour of a weaker person through threats and pain is wrong. Any creation of pain, discomfort and dysfunction in a person or group throughout the use of bullying should become both socially unacceptable and illegal.
10 Steps to reform bullying practices in society
We have seen such bullying and its effects and we know it is wrong. Let us work together to do the following;
1) work to have adult bullying recognised for the problem that it is in our society and so that it is wrong to practice it
2) recognise the dynamics of the power relationships where such bullying takes place as we have with sexual assault
3) understand the devastating effect that bullying has upon the victim, and that this can be as devastating as a physical assault
4) work to raise public consciousness to the fact that bullying is not a private matter, but a public issue
5) get people to talk about their experiences and to speak out against it
6) have trade unions place anti-bullying clauses into contracts and agreements as they have in the U.K., Australia and New Zealand
7) have the effects of adult bullying recognised under compensation rules as PTSD (post traumatic stress disorder) which it is
8) put legislation into place that would discourage people in power positions from using bullying to maintain control and order
9) support compensation for victims of adult bullying through the courts
10) Our politicians stand up and say that they will work to end the practice of adult bullying in Canada in order to make the country truly a good place to "live work and play", which today it is not, as the statistics show.
Resources on Bullying practice and prevention
The following is a list of web page resources that will provide background information on Adult bullying. I will be sending further information to you as it is received. Please feel free to forward this information to as many people as you can, and refer them back to this Webpage for more information.
Bullying is no longer acceptable in many parts of the world, and it should not be in Canada. We must also understand that there is no such thing as tough love, and it should not be used to justify bullying in any personal relationships. There is also no such thing as hard management techniques, which rationalise the use of bullying in the workforce. The evidence is clear that Bullying, be done through business practice, government legislation, downsizing practices in the workforce, or in interpersonal relationships, it does not work nor produce positive results of any kind. All it produces is pain.
Let's end the practice of bullying in all of its forms now.
----------------------------
Further Information and Resources that can be used to understand and fight against these practices
Websites dedicated to the study and prevention of adult bullying
a problem of relational violence
This International Allies Against Workplace Harassment site owned by Joseph Cooper
[
Table of Contents
Preface
Introduction to the problem of Adult Bullying
What is Adult Bullying
Attitudes to the effects of Adult Bullying
The epidemic of violence in the workforce and its relation to Adult Bullying
The status of Adult Bullying in the world today
What can be done to stop this practice
10 steps to reform Bullying practices in society today
Resources on Bullying practice and prevention
Websites dedicated to the study of Bullying practice and prevention
Preface
The practice of adult bullying has come to be recognised as an epidemic of violence in our society, and may represent the number one relational dysfunction found in society today. Over 50% of the adult population has experienced this form of violence at work, at home, and in society. Research evidence is showing that childhood bullies become adult bullies, and that adult bullies far too often become people who systematically harm those around them with impunity due to misunderstandings about its causes. Research has clearly shown that unless social intervention stops the bullying process, the bully is rarely motivated to change themselves because the social rewards for obtaining personal power seems to encourage this behaviour. At one time bullying behaviour in children, adolescents and adults was seen as "being part of life", and victims had to endured these attacks in silence. Today bullying is being seen for what it is, a form of violence that is as harmful as a physical attack, and just as harmful to the victim. This page outlines the current understanding of the problem and offers a number of web sites where further information may be found on the topic. If you are a victim of bullying in school, the workplace, or at home - solutions and support are now available to you.
As this is an area of rapidly growing public interest, I will be adding new sites when ever possible
Introduction to the problem of Adult Bullying
An employer calls a person into their office and closes the door. No one else is in the room except the two people. The employer proceeds to berate the employee about their performance in very personal terms. Each time the employee try's to defend themselves they are cut off, and hanging in the air is a sense that if any attempt is made to fight back the person will be disciplined further, including being fired. The employer goes on and on about the faults of the employee, with the result being that the employee feels intense emotional pain from the experience. The employee notices that the employer is siting behind a large desk and is sitting in an equally large chair, while their own is set out in the middle of the room, and is small by comparison. A call comes in for the employer, who ignores the employee while taking it. All the while that the employer is on the phone call the tone used with the person on the other end is pleasant and friendly, but when the call is finished, the tirade continues as if it did not end. In fact the transition between the pleasant tone and the disciplinary one is instantaneous. The meeting ends with the employer saying that a letter will be placed into the employees file outlining all that has been said, while not offering to show the person its content. The employee then is sent back to their work, which they are required to continue as if nothing unusual has happened.
The disciplined person then returns to their desk feeling nauseous and disoriented. A sense of physical weakness comes over them from the effects of stress, and they are unable to focus their eyes on the work in front of them. It is hard for them to concentrate, and they are in a state of anxiety about doing something wrong. This feeling intensifies when they find that a memo is sent out to all employees in the company warning them to no do the things that disciplined employed has been chastised for, and while that person is not named, that person still feels as if they have been publicly humiliated. When they go home that night they are emotionally distant from their family, and uncommunicative about their experiences. Possibly that night they will not be able to sleep, reliving the events that took place that day. Days after the event they are still playing it out in their mind, and often find themselves fantasising about the incident, trying to fight back against the person who humiliated them.
While they may not talk about the feelings that they have in connection with the incident, they still show many outward symptoms. Fatigue, lack of spontaneity, irritability, and quick tempers are often displayed in ways that are out of proportion with what is taking place around them. They may also come to display acts of bullying themselves, as they try and regain a sense of their own personal power by emulating the person who humiliated them. Often their friends or family ask them what is wrong, they may tell them. Most often, though, they will be told to "buck up" and put the incident behind them. "Don't take it so personally" they are told, and it is suggested that they "get a thick skin". In general the main suggestion is to leave the job if they can't get along with the boss. If any suggestion is made that maybe the boss is wrong, they are told "That's the persons right as a boss". What generally follows is the advice that if they do not like the treatment, they should leave the job. Quite often this is the eventual solution that they find for their situation, though the emotional pain and discomfort does not leave them even in their new job.
The problem is that this situation is considered by many people to be a normal and acceptable part of the working world. This attitude is, however, completely wrong ! Let me explain why.
What is Adult Bullying
Social science research is showing that Canadians in particular, and citizens all around the world, are increasingly becoming victim of Adult Bullying - a form of violent anti-social behaviour that hides behind societal norms and institutional rules. We are told that "its part of the job" to have to take such abuse, and that "we" must simply accept it and develop a "thick skin". Yet the truth of the matter is that such behaviour and attacks are as damaging to the mind and body as if they were physical.
We are seeing an epidemic today of people using their power and position to deliberately hurt people in order to control them, and do so by "staying with in the rules". The rules say "no physical contact or direct attack", so what these people have done is to work "between" the rules of society and wreck havoc and pain in order to achieve their ends - which is control. It is not behaviour that is specifically male either. It is practised by both sexes on an almost equal basis, though male behaviour will more often escalate into sexual assault and other forms of overt physical violence.
The problem is that it is so endemic in Canadian society that we have come to accept this behaviour on the part of institutions, power holders, employers and other people in authority as normal. We have become so use to this type of violence that we no longer know that there are alternatives. Worse, much of our workplace/political customs re-enforces this type of behaviour, and often legitimises it.
Attitudes towards the effects of Adult Bullying
When these attacks happens to us, we are told - take it or leave. When we stand up to these attacks, we are told that we, not the attackers, have a bad attitude, and must be disciplined. When we try to change the situations, we are told that we are "whiners" and that we must be the one who grows up, not the person or group who are using the violence of their positions to achieve control over social situations.
Why should the ability to enjoy work be considered to be an ideal ? Why should social violence that includes verbal and psychological abuse be considered to be acceptable ? Why should those who hold power be able to use that power in abusive and damaging ways, in the name of "authority" ? Why should people not have the right to demand to be treated fairly and with respect when working or being in subordinate positions ?
The epidemic of violence in the workforce and its relationship to adult bullying
The fact of the matter is that we have to confront this problem of relational violence now. In an article published in the Toronto Star on July 20, 1998 entitled, "Canada near top in workplace violence" by Michael Hanlon, it stated:
Employees in Canada report rates of assault and sexual harassment in the workplace that are among the highest in the world, says a branch of the United Nations International Labour Organisation.
More than 2,000 Canadian employees were interviewed as part of a 1996 international survey on crime, and 9.7 per cent of the women said they had been the victims of ``sexual incidents.'' Of the 32 countries involved, only France (19.8 per cent), Argentina (16.6) and Romania (10.8) reported higher average rates.
Also, 5 per cent of the Canadian women interviewed and 3.9 per cent of the men reported they had been assaulted at work, ranking fourth and fifth, respectively. The figures are quoted in Violence at Work, a new publication by the Geneva-based International Labour Office.
Assault included threats and bullying and not necessarily physical violence, while sexual incidents ranged from leering, to sexual innuendo, to rape. ``Canada's ranking can be a bad sign or it could be a positive sign,'' said Vittorio Di Martino, a co-author of the study.
He suggested that the rankings could just be a reflection that more people are reporting violent acts in Canada than occurs in other countries. ``One factor could be the awareness of violence is more in Canada.''
Other countries such as Indonesia and Zimbabwe had only 1.5 per cent and 2.6 per cent, respectively, of women reporting sexual incidents at work. ``It is very difficult to compare because of different cultural backgrounds,'' Di Martino said.
Women in some countries may consider only rape to be sexual harassment, whereas a Canadian woman may ``think it is far from being a rape - it is simply unwanted behaviour,'' he told The Star in an interview.
Similar discrepancies between Canada's position and the U.S. was blamed on societal differences. The U.S. ranked highest in the number of homicides in the workplace, but much lower than Canada in the number of assaults and sexual harassment. An average of 20 workers are murdered each week in the U.S., according to the American National Crime Victimisation Survey.
The book says evidence is emerging about the harm caused by psychological violence. It cites a 1994 survey by the Canadian Union of Public Employees in which nearly 70 per cent of the respondents claimed ``verbal aggression'' was the leading form of violence against employees.
Sexual harassment, bullying and ``mobbing,'' or ganging up on colleagues, are also described as types of psychological violence in the workplace. It has been estimated that 10 to 15 per cent of suicides in Sweden are related to mobbing.
``The new profile of violence at work which emerges is one which gives equal emphasis to physical and psychological behaviour, and one which gives full recognition to the significance of minor acts of violence,'' Di Martino said.
The report says workplace violence ``transcends the boundaries of a particular country, work setting or occupational group.'' but he added that some jobs - driving a taxi, health care, teaching, social work, investigative journalism - are more risky. And people who work alone - especially in late-night retail operations such as gas bars or convenience stores - are at greater risk than those who work in groups.
( Source - http://www.thestar.com/thestar/back_issues/ED19980720/ )
The status of Adult Bullying in the world today
I undertook to investigate this phenomena of adult bullying starting from the Toronto Star article, and what I found was many people in the world are starting to fight back against this type of behaviour. There are many well developed campaign going on around the world to eradicate the effects of Adult Bullying. It is a topic that needs to be examined by all people who consider themselves to be humane and caring about their society and their community.
I suspect that the reason for this lack of information in North America is due to the fact that bullying is so key to maintaining control by employers, politicians and other people of authority. It is clear that these people do not want their authority to be challenged, and they will be very aggressive when confronted. Indeed what we have with many institutions, particularly the government, law enforcement, the military, and other areas where power and control is central to their existence is a condition of denial, which is one of the key symptoms of the dysfunction found in social environments controlled by those who use bullying.
As a result many who have tried to reform these institutions, and prevent them from using bullying as a means of implementing their power, have found themselves being being trivialised in their attempts. It takes real courage to stand up to this type of criticism and belittling, and many have become discouraged and have given up. Many others know that this type of behaviour is wrong, and have continued to work to change this condition.
What can be done to stop this practice
I have provided a listing of Websites dedicated to the study of Adult Bullying to help those who wish to better understand what this dysfunction is, and how it is practised. More importantly, I hope that this information will help people to be able to stand up for themselves in bullying situations - be it done by an individual or groups (called mobbing).
Bullying is a serious social condition that deserves to be eradicated from society. Programs are in place in Britain, Australia and New Zealand to do this. It is only becoming understood and tackled in the United States. There is only a small understanding of the Problem in Canada, and this primary focuses on childhood bullying.
It is reported that one half of the adult population has experienced significant bullying in work and other situations, so this is no longer a private problem that is up to an individual to resolve. The need to treat this as a social problem is shown in the very real effects shown upon peoples health, the dysfunction taking place in organisations and the lack of production found in organisations experiencing motivation problems. It is a billion dollar problem that is not going to go away, and will only become worse.
Let us end the myths of bullying behaviour in the same way that we are now trying to change the myths about sexual assault. Any use of power relations to change behaviour of a weaker person through threats and pain is wrong. Any creation of pain, discomfort and dysfunction in a person or group throughout the use of bullying should become both socially unacceptable and illegal.
10 Steps to reform bullying practices in society
We have seen such bullying and its effects and we know it is wrong. Let us work together to do the following;
1) work to have adult bullying recognised for the problem that it is in our society and so that it is wrong to practice it
2) recognise the dynamics of the power relationships where such bullying takes place as we have with sexual assault
3) understand the devastating effect that bullying has upon the victim, and that this can be as devastating as a physical assault
4) work to raise public consciousness to the fact that bullying is not a private matter, but a public issue
5) get people to talk about their experiences and to speak out against it
6) have trade unions place anti-bullying clauses into contracts and agreements as they have in the U.K., Australia and New Zealand
7) have the effects of adult bullying recognised under compensation rules as PTSD (post traumatic stress disorder) which it is
8) put legislation into place that would discourage people in power positions from using bullying to maintain control and order
9) support compensation for victims of adult bullying through the courts
10) Our politicians stand up and say that they will work to end the practice of adult bullying in Canada in order to make the country truly a good place to "live work and play", which today it is not, as the statistics show.
Resources on Bullying practice and prevention
The following is a list of web page resources that will provide background information on Adult bullying. I will be sending further information to you as it is received. Please feel free to forward this information to as many people as you can, and refer them back to this Webpage for more information.
Bullying is no longer acceptable in many parts of the world, and it should not be in Canada. We must also understand that there is no such thing as tough love, and it should not be used to justify bullying in any personal relationships. There is also no such thing as hard management techniques, which rationalise the use of bullying in the workforce. The evidence is clear that Bullying, be done through business practice, government legislation, downsizing practices in the workforce, or in interpersonal relationships, it does not work nor produce positive results of any kind. All it produces is pain.
Let's end the practice of bullying in all of its forms now.
----------------------------
Further Information and Resources that can be used to understand and fight against these practices
Websites dedicated to the study and prevention of adult bullying