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Sexual harassment is a type of harassment involving the use of explicit or implicit sexual overtones, including the unwelcome and inappropriate promises of rewards in exchange for sexual favors. Sexual harassment can be physical and/or a demand or request for sexual favors, making sexually colored remarks, showing pornography, and any other unwelcome physical, verbal, or non-verbal conduct of a sexual nature. Sexual harassment includes a range of actions from verbal transgressions to sexual abuse or assault. Harassment can occur in many different social settings such as the workplace, the home, school, or religious institutions. Harassers or victims can be of any gender.
Mobbing, as a sociological term, refers either to bullying in any context, or specifically to that within the workplace, especially when perpetrated by a group rather than an individual.
Abuse is the improper usage or treatment of a person or thing, often to unfairly or improperly gain benefit. Abuse can come in many forms, such as: physical or verbal maltreatment, injury, assault, violation, rape, unjust practices, crimes, or other types of aggression. To these descriptions, one can also add the Kantian notion of the wrongness of using another human being as means to an end rather than as ends in themselves. Some sources describe abuse as "socially constructed", which means there may be more or less recognition of the suffering of a victim at different times and societies.
Bullying is the use of force, coercion, hurtful teasing, comments, or threats, in order to abuse, aggressively dominate, or intimidate one or more others. The behavior is often repeated and habitual. One essential prerequisite is the perception that an imbalance of physical or social power exists or is currently present. This perceived presence of physical or social imbalance is what distinguishes the behavior from being interpreted or perceived as bullying from instead being interpreted or perceived as conflict. Bullying is a subcategory of aggressive behavior characterized by hostile intent, the goal of addressing or attempting to "fix" the imbalance of power, as well as repetition over a period of time.
Psychological abuse, often known as emotional abuse or mental abuse or psychological violence, is a form of abuse characterized by a person subjecting or exposing another person to a behavior that may result in psychological trauma, including anxiety, chronic depression, clinical depression or post-traumatic stress disorder amongst other psychological problems.
Human resource management (HRM) is the strategic and coherent approach to the effective and efficient management of people in a company or organization such that they help their business gain a competitive advantage. It is designed to maximize employee performance in service of an employer's strategic objectives. Human resource management is primarily concerned with the management of people within organizations, focusing on policies and systems. HR departments are responsible for overseeing employee-benefits design, employee recruitment, training and development, performance appraisal, and reward management, such as managing pay and employee benefits systems. HR also concerns itself with organizational change and industrial relations, or the balancing of organizational practices with requirements arising from collective bargaining and governmental laws.
Heinz Leymann was a Swedish academic, famous for his studies on mobbing among humans. He held a degree in pedagogical psychology, and another one in psychiatry and worked as a psychologist. He was a professor at Umeå University.
Workplace bullying is a persistent pattern of mistreatment from others in the workplace that causes either physical or emotional harm. It includes verbal, nonverbal, psychological, and physical abuse, as well as humiliation. This type of workplace aggression is particularly difficult because, unlike typical school bullies, workplace bullies often operate within the established rules and policies of both their organization and society. In most cases, workplace bullying is reported as being carried out by someone who is in a position of authority over the victim. However, bullies can also be peers or subordinates. When subordinates participate in bullying, this is referred to as ‘upwards bullying.’ The least visible form of workplace bullying involves upwards bullying where bullying tactics are manipulated and applied against a superior, often for strategically motivated outcomes.
Harassment covers a wide range of behaviors of offensive nature. It is commonly understood as behavior that demeans, humiliates, and intimidates a person, and it is characteristically identified by its unlikelihood in terms of social and moral reasonableness. In the legal sense, these are behaviors that appear to be disturbing, upsetting or threatening. Traditional forms evolve from discriminatory grounds, and have an effect of nullifying a person's rights or impairing a person from benefiting from their rights. When these behaviors become repetitive, it is defined as bullying. The continuity or repetitiveness and the aspect of distressing, alarming or threatening may distinguish it from insult, It also constitutes a tactic of coercive control, deployed by an abusive spouse in a context of domestic violence. Harassment is a specific form of discrimination, and occurs when a person is the victim of unwanted intimidating, offensive, repeated or humiliating comments or behavior. To qualify as harassment, there must be a connection between the harassing behavior and a person's protected personal characteristics or prohibited grounds of discrimination, and the harassment must occur in a protected area. Although harassment typically involves behavior that persists over time, serious and malicious one-off incidents are also considered harassment in some cases.
Occupational stress is psychological stress related to one's job. Occupational stress refers to a chronic condition. Occupational stress can be managed by understanding what the stressful conditions at work are and taking steps to remediate those conditions. Occupational stress can occur when workers do not feel supported by supervisors or coworkers, feel as if they have little control over the work they perform, or find that their efforts on the job are incommensurate with the job's rewards. Occupational stress is a concern for both employees and employers because stressful job conditions are related to employees' emotional well-being, physical health, and job performance. The World Health Organization and the International Labour Organization conducted a study. The results showed that exposure to long working hours, operates through increased psycho-social occupational stress. It is the occupational risk factor with the largest attributable burden of disease, according to these official estimates causing an estimated 745,000 workers to die from ischemic heart disease and stroke events in 2016.
Workplace incivility has been defined as low-intensity deviant behavior with ambiguous intent to harm the target. Uncivil behaviors are characteristically rude and discourteous, displaying a lack of regard for others. The authors hypothesize there is an "incivility spiral" in the workplace made worse by "asymmetric global interaction". Incivility is distinct from aggression. The reduction of workplace incivility is an area for industrial and organizational psychology research.
Workplace harassment is the belittling or threatening behavior directed at an individual worker or a group of workers.
Bullying in academia is a form of workplace bullying which takes place at institutions of higher education, such as colleges and universities in a wide range of actions. It is believed to be common, although has not received as much attention from researchers as bullying in some other contexts. Academia is highly competitive and has a well defined hierarchy, with junior staff being particularly vulnerable. Although most universities have policies on workplace bullying, individual campuses develop and implement their own protocols. This often leaves victims with no recourse.
A “toxic workplace” is a colloquial metaphor used to describe a place of work, usually an office environment, that is marked by significant personal conflicts between those who work there. A toxic work environment has a negative impact on an organization's productivity and viability. This type of environment can be detrimental to both the effectiveness of the workplace and the well-being of its employees.
The law for workplace bullying is given below for each country in detail. Further European countries with concrete antibullying legislation are Belgium, France, and The Netherlands.
Civility may denote orderly behavior and politeness. Historically, civility also meant training in the humanities.
A psychosocial hazard or work stressor is any occupational hazard related to the way work is designed, organized and managed, as well as the economic and social contexts of work. Unlike the other three categories of occupational hazard, they do not arise from a physical substance, object, or hazardous energy.
The Royal Canadian Mounted Police (RCMP) is Canada's national police force established in 1920 after the Cabinet moved to have the Royal North-West Mounted Police absorb the Dominion Police. The RCMP's primary mandate is to maintain "peace and order," and Officers provide police services to all Canadian provinces, excluding Québec and Ontario, as well as to the three Canadian territories, and more than 180 municipalities and Indigenous communities.
Nicola Caroline Vincent is an English-born Australian government officer. She is the inaugural Public Sector Gender Equality Commissioner for Victoria, Australia. Prior to this, Vincent was the Commissioner for Equal Opportunity in South Australia (SA) from May 2016 to September 2020.
Ruth Florence Namie is an American psychologist known for raising awareness of workplace bullying. Along with her husband, Gary Namie, she founded the Workplace Bullying Institute in 1997. Since the late 1990s, Ruth and Gary Namie have educated the public about workplace bullying, forming the Campaign Against Workplace Bullying, launching the "Bullybusters" website in January 1998, and organizing and hosting "Workplace Bullying 2000," the first United States-based conference on workplace bullying.
References
- ↑ "OLLC 2024 (Gary Namie Co-Founder and Director, Workplace Bullying Institute)". Oregon Labor Law Conference. 27 April 2016. Retrieved 2024-03-12.
- ↑ "ResearchGate: Gary Namie". ResearchGate. Retrieved 2024-03-12.
- ↑ "ResearchGate: Gary Namie". ResearchGate. Retrieved 2024-03-12.
- ↑ Debare, Ilana (1998-10-25). "Psychologists launch all-out war against bullies in the workplace". Deseret News. Retrieved 2021-03-29.
- ↑ Respectful Conduct Clinic
- ↑ David C. Yamada
- ↑ "Workplace-Bullying Laws on the Horizon?". shrm.org. Retrieved 2021-03-29.
- ↑ Healthy Workplace Bill
- ↑ "The Bully and the Bottom Line". shrm.org. Retrieved 2021-03-29.
- ↑ 2021 WBI Survey
- ↑ Workplace Bullying Institute
- ↑ "Report: Incognito, others tormented Martin". ESPN.com. 2014-02-14. Retrieved 2021-03-29.
- ↑ U.S. Academy of Workplace Bullying, Mobbing and Abuse
- ↑ SafeHarbor
