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I would advise managers and supervisors to start by examining their own behavior – soliciting feedback from trusted colleagues might be part of the process – to make sure they are not engaging in any bullying of their own, however inadvertent. Tags: Fed Smith, Oppermann This entry was posted on Monday, May 4th, 2009 at pm and is filed under Bullying & Health, Tutorials About Bullying, WBI in the News.I would also suggest that they let employees know that bullying, like workplace violence and threats, will not be tolerated, and tell employees who feel they are being bullied to report it to management immediately. You can follow any responses to this entry through the RSS 2.0 feed.This list is included as a way of showing some of the ways bullying may happen in a workplace.Also remember that bullying is usually considered to be a pattern of behavior where one or more incidents will help show that bullying is taking place.You can leave a response, or trackback from your own site.Below is a comment box, we would love to hear any comments or concerns you have regarding this blog post.
Management commitment is best communicated in a written policy.It has also been described as the assertion of power through aggression. While bullying is a form of aggression, the actions can be both obvious and subtle.It is important to note that the following is not a checklist, nor does it mention all forms of bullying.I also ran across a November 7 Reuters article entitled “Bullies may get kick out of seeing others in pain.” In this one, University of Chicago “researchers compared eight boys ages 16 to 18 with aggressive conduct disorder to a group of eight adolescent boys with no unusual signs of aggression.” The article went on to state that, in the “aggressive teens, areas of the brain linked with feeling rewarded…became very active when they observed video clips of pain being inflicted on others.But they showed little activity in an area of the brain involved in self-regulation…as was seen in the control group.” Researcher Benjamin Lahey noted that “It is entirely possible their brains are lighting in the way they are because they experience seeing pain in others as exciting and fun and pleasurable.” Lahey went on to say that “the differences between the two groups were strong and striking, but cautioned that the study was small and needs to be confirmed by a larger study.” How does all of this relate to the Federal workplace?
Comments that are objective and are intended to provide constructive feedback are not usually considered bullying, but rather are intended to assist the employee with their work.