See also
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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. [1]
Victims of workplace mobbing frequently suffer from: adjustment disorders, somatic symptoms, psychological trauma (e.g., trauma tremors or sudden onset selective mutism), post-traumatic stress disorder (PTSD), or major depression. [2]
In mobbing targets with PTSD, Leymann notes that the "mental effects were fully comparable with PTSD from war or prison camp experiences." Some patients may develop alcoholism or other substance abuse disorders. Family relationships routinely suffer and victims sometimes display acts of aggression towards strangers in the street. Workplace targets and witnesses may even develop brief psychotic episodes , generally with paranoid symptoms. Leymann estimated that 15% of suicides in Sweden could be directly attributed to workplace mobbing. [2]
Konrad Lorenz, in his book entitled On Aggression (1966), first described mobbing among birds and other animals, attributing it to instincts rooted in the Darwinian struggle to thrive (see animal mobbing behavior). In his view, most humans are subject to similar innate impulses but capable of bringing them under rational control. [3] Lorenz's explanation for his choice of the English word "mobbing" was omitted in the English translation by Marjorie Kerr Wilson. According to Kenneth Westhues, Lorenz chose the word "mobbing" because he remembered in the collective attack by birds, the old German term hassen auf, which means "to hate after" or "to put a hate on" was applied and this emphasised "the depth of antipathy with which the attack is made" rather than the English word 'mobbing' which emphasised the collective aspect of the attack. [4] Westhues also noted that the application of the term for human bullying behaviour has been criticised by several academics. [5]
In the 1970s, the Swedish physician Peter-Paul Heinemann [ sv; de; pl ] applied Lorenz's conceptualization to the collective aggression of children against a targeted child. [3] In the 1980s, professor and practising psychologist Heinz Leymann applied the term to ganging up in the workplace. [3] In 2011, anthropologist Janice Harper suggested that some anti-bullying approaches effectively constitute a form of mobbing by using the label "bully" to dehumanize, encouraging people to shun and avoid people labeled bullies, and in some cases sabotage their work or refuse to work with them, while almost always calling for their exclusion and termination from employment. [6]
Janice Harper followed her Huffington Post essay with a series of essays in both The Huffington Post [7] and in her column "Beyond Bullying: Peacebuilding at Work, School and Home" in Psychology Today [8] that argued that mobbing is a form of group aggression innate to primates, and that those who engage in mobbing are not necessarily "evil" or "psychopathic", but responding in a predictable and patterned manner when someone in a position of leadership or influence communicates to the group that someone must go. For that reason, she indicated that anyone can and will engage in mobbing, and that once mobbing gets underway, just as in the animal kingdom it will almost always continue and intensify as long as the target remains with the group. She subsequently published a book on the topic [9] in which she explored animal behavior, organizational cultures and historical forms of group aggression, suggesting that mobbing is a form of group aggression on a continuum of structural violence with genocide as the most extreme form of mob aggression.
Social networking sites and blogs have enabled anonymous groups to coordinate and attack other people. The victims of these groups can be targeted by various attacks and threats, sometimes causing the victims to use pseudonyms or go offline to avoid them. [10]
British anti-bullying researchers Andrea Adams and Tim Field have used the expression "workplace bullying" instead of what Leymann called "mobbing" in a workplace context. They identify mobbing as a particular type of bullying that is not as apparent as most, defining it as "an emotional assault. It begins when an individual becomes the target of disrespectful and harmful behavior. Through innuendo, rumors, and public discrediting, a hostile environment is created in which one individual gathers others to willingly, or unwillingly, participate in continuous malevolent actions to force a person out of the workplace." [11]
Adams and Field believe that mobbing is typically found in work environments that have poorly organised production or working methods and incapable or inattentive management and that mobbing victims are usually "exceptional individuals who demonstrated intelligence, competence, creativity, integrity, accomplishment and dedication". [11]
In contrast, Janice Harper [9] suggests that workplace mobbing is typically found in organizations where there is limited opportunity for employees to exit, whether through tenure systems or contracts that make it difficult to terminate an employee (such as universities or unionized organizations), and/or where finding comparable work in the same community makes it difficult for the employee to voluntarily leave (such as academic positions, religious institutions, or military). In these employments, efforts to eliminate the worker will intensify to push the worker out against his or her will through shunning, sabotage, false accusations and a series of investigations and poor reviews. Another form of employment where workers are mobbed are those that require the use of uniforms or other markers of group inclusion (law enforcement, fire fighting, military), organizations where a single gender has predominated, but another gender is beginning to enter (STEM fields, fire fighting, military, nursing, teaching, and construction). Finally, she suggests that organizations where there are limited opportunities for advancement can be prone to mobbing because those who do advance are more likely to view challenges to their leadership as threats to their precarious positions. Harper further challenges the idea that workers are targeted for their exceptional competence. In some cases, she suggests, exceptional workers are mobbed because they are viewed as threatening to someone, but some workers who are mobbed are not necessarily good workers. Rather, Harper contends, some mobbing targets are outcasts or unproductive workers who cannot easily be terminated, and are thus treated inhumanely to push them out. While Harper emphasizes the cruelty and damaging consequences of mobbing, her organizational analysis focuses on the structural, rather than moral, nature of the organization. Moreover, she views the behavior itself, which she terms workplace aggression, as grounded in group psychology, rather than individual psychosis—even when the mobbing is initiated due to a leader's personal psychosis, the dynamics of group aggression will transform the leader's bullying into group mobbing—two vastly distinct psychological and social phenomena.
Shallcross, Ramsay and Barker consider workplace "mobbing" to be a generally unfamiliar term in some English speaking countries. Some researchers claim that mobbing is simply another name for bullying. Workplace mobbing can be considered as a "virus" or a "cancer" that spreads throughout the workplace via gossip, rumour and unfounded accusations. It is a deliberate attempt to force a person out of their workplace by humiliation, general harassment, emotional abuse and/or terror. Mobbing can be described as being "ganged up on." Mobbing is executed by a leader (who can be a manager, a co-worker, or a subordinate). The leader then rallies others into a systematic and frequent "mob-like" behaviour toward the victim. [12]
Mobbing as "downward bullying" by superiors is also known as "bossing", and "upward bullying" by colleagues as "staffing", in some European countries, for instance, in German-speaking regions. [13]
Following on from the work of Heinemann, Elliot identifies mobbing as a common phenomenon in the form of group bullying at school. It involves "ganging up" on someone using tactics of rumor, innuendo, discrediting, isolating, intimidating, and above all, making it look as if the targeted person is responsible (victim blaming). [14] It is to be distinguished from normal conflicts (between pupils of similar standing and power), which are an integral part of everyday school life. [15]
Kenneth Westhues' study of mobbing in academia found that vulnerability was increased by personal differences such as being a foreigner or of a different sex; by working in fields such as music or literature which have recently come under the sway of less objective and more post-modern scholarship; financial pressure; or having an aggressive superior. [16] Other factors included envy, heresy and campus politics. [16]
Sociologists and authors have created checklists and other tools to identify mobbing behaviour. [14] [17] [18] Common approaches to assessing mobbing behavior is through quantifying frequency of mobbing behavior based on a given definition of the behavior or through quantifying what respondents believe encompasses mobbing behavior. These are referred to as "self-labeling" and "behavior experience" methods respectively. [19]
Limitations of some mobbing examination tools are:
Common Tools used to measure mobbing behavior are:
From an organizational perspective, it has been suggested that mobbing behavior can be curtailed by acknowledging behaviors as mobbing behaviors and that such behaviors result in harm and/or negative consequences. [22] Precise definitions of such traits are critical due to ambiguity of unacceptable and acceptable behaviors potentially leading to unintentional mobbing behavior. Attenuation of mobbing behavior can further be enhanced by developing policies that explicitly address specific behaviors that are culturally accepted to result in harm or negative affect. [23] This provides a framework from which mobbing victims can respond to mobbing. Lack of such a framework may result in a situation where each instance of mobbing is treated on an individual basis with no recourse of prevention. It may also indicate that such behaviors are warranted and within the realm of acceptable behavior within an organization. [24] Direct responses to grievances related to mobbing that are handled outside of a courtroom and training programs outlining antibully-countermeasures also demonstrate a reduction in mobbing behavior.[ citation needed ]
Industrial and organizational psychology "focuses the lens of psychological science on a key aspect of human life, namely, their work lives. In general, the goals of I-O psychology are to better understand and optimize the effectiveness, health, and well-being of both individuals and organizations." It is an applied discipline within psychology and is an international profession. I-O psychology is also known as occupational psychology in the United Kingdom, organisational psychology in Australia and New Zealand, and work and organizational (WO) psychology throughout Europe and Brazil. Industrial, work, and organizational (IWO) psychology is the broader, more global term for the science and profession.
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 or threat, to abuse, aggressively dominate or intimidate. The behavior is often repeated and habitual. One essential prerequisite is the perception of an imbalance of physical or social power. This imbalance distinguishes bullying from conflict. Bullying is a subcategory of aggressive behavior characterized by hostile intent, imbalance of power and repetition over a period of time.
Psychological abuse, often known as emotional 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.
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.
Relational aggression, alternative aggression, or relational bullying is a type of aggression in which harm is caused by damaging someone's relationships or social status.
Workplace bullying is a persistent pattern of mistreatment from others in the workplace that causes either physical or emotional harm. It can include such tactics as verbal, nonverbal, psychological, and physical abuse, as well as humiliation. This type of workplace aggression is particularly difficult because, unlike the typical school bully, workplace bullies often operate within the established rules and policies of their organization and their society. In the majority of cases, bullying in the workplace is reported as having been done by someone who has authority over the victim. However, bullies can also be peers or subordinates. When subordinates participate in bullying this phenomenon is known as upwards bullying. The least visible segment of workplace bullying involves upwards bullying where bullying tactics are manipulated and applied against "the boss," usually for strategically designed outcomes.
Workplace aggression is a specific type of aggression which occurs in the workplace. Workplace aggression is any type of hostile behavior that occurs in the workplace. It can range from verbal insults and threats to physical violence, and it can occur between coworkers, supervisors, and subordinates. Common examples of workplace aggression include gossiping, bullying, intimidation, sabotage, sexual harassment, and physical violence. These behaviors can have serious consequences, including reduced productivity, increased stress, and decreased morale.
Workplace revenge, or workplace retaliation, refers to the general action of purposeful retaliation within the workplace. Retaliation often involves a power imbalance; the retaliator is usually someone with more power in the workplace than the victim, and retaliation may be done to silence the victim so the retaliator can avoid accountability for workplace bullying, workplace harassment, or other misbehaviors in the workplace. Retaliation, legally, refers to actions taken as punishment for legally permitted behaviors: disciplinary actions taken by employers in reaction to behaviors that are counter to applicable laws or to established institutional policies are permitted as part of the employer's ability to control the work environment.
Gary Namie is an American social psychologist and anti-workplace bullying activist. Dr. Namie is widely regarded as North America's foremost authority on the topic of workplace bullying.
Counterproductive work behavior (CWB) is employee's behavior that goes against the legitimate interests of an organization. This behavior can harm the organization, other people within it, and other people and organizations outside it, including employers, other employees, suppliers, clients, patients and citizens. It has been proposed that a person-by-environment interaction (the relationship between a person's psychological and physical capacities and the demands placed on those capacities by the person's social and physical environment.) can be utilized to explain a variety of counterproductive behaviors. For instance, an employee who is high on trait anger is more likely to respond to a stressful incident at work with CWB.
Social undermining is the expression of negative emotions directed towards a particular person or negative evaluations of the person as a way to prevent the person from achieving their goals.
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.
A false accusation is a claim or allegation of wrongdoing that is untrue and/or otherwise unsupported by facts. False accusations are also known as groundless accusations or unfounded accusations or false allegations or false claims. They can occur in any of the following contexts:
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.
Abusive supervision is most commonly studied in the context of the workplace, although it can arise in other areas such as in the household and at school. "Abusive supervision has been investigated as an antecedent to negative subordinate workplace outcome." "Workplace violence has combination of situational and personal factors". The study that was conducted looked at the link between abusive supervision and different workplace events.
Bullying is abusive social interaction between peers and can include aggression, harassment, and violence. Bullying is typically repetitive and enacted by those who are in a position of power over the victim. A growing body of research illustrates a significant relationship between bullying and emotional intelligence.
Machiavellianism in the workplace is a concept studied by many organizational psychologists. Conceptualized originally by Richard Christie and Florence Geis, Machiavellianism in psychology refers to a personality trait construct where individuals behave in a cold and duplicitous manner. It has been adapted and applied to the context of the workplace and organizations by psychology academics.
The Swedish psychologist and university professor Heinz Leymann developed the LIPT questionnaire. LIPT stands for Leymann Inventory of Psychological Terror.
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