How you should deal with workplace bullying. For most of us, bullying was a terrible experience to be a victim of, and many of us took comfort in the knowledge that we would one day be free of bullying once we were done with school. Imagine our shock and disappointment when we graduate and enter the workforce, only to discover that bullying can sometimes even continue on into the adult world. If you’re a recipient of bullying at work, it can be hard to figure out what your next step should be. Fortunately, Bestie is here to hopefully shed some light on this problem, and offer some potential ways to hopefully improve situations that involve bullying in the workplace. #BullyingAtWork #Bullying #Harassment Music: null Summary: While most of us associate examples of bullying with the playground and schoolyard, cases of bullying in the workplace are actually a lot more common than you might expect. According to research conducted by Dr. Judith Blando from the University of Phoenix, a whopping 75% of all workplace employees were found to have been affected by workplace bullying, either as a target or as a witness. In a 2017 survey from the Workplace Bullying and Trauma Institute, it was found that 60 million Americans are affected by bullying in the workplace. Of those 60 million, 29 percent of targeted bullying victims chose to remain quiet about their experiences, and 40 percent of bullying targets experience mental health issues related to stress as a result. With such shockingly high statistics related to bullying and harassment in the workplace, you would think that employers are pulling out all the stops and doing everything they can to crack down on bullying and make their places of work less toxic environments for the sake of both mental health and employee productivity. So...are they? Well, the answer is yes and no. While twenty years of addressing and suggesting preventative measures for bullying has made us what psychologist Izzy Kalman describes as “the most anti-bullying culture in history”, others remain skeptical as to whether or not the most widely-accepted means of preventing and punishing bullies are really as useful as we like to believe, and some may even make the argument that these techniques and strategies actually inflict more harm than good. To gain some further insight into the issue of workplace bullying and its many nuances, let’s take a closer look at what bullying in the workplace looks like, and weight the options suggested by people as to how to prevent or correct it. The Workplace Bullying Institute defines this particular type of bullying as “repeated, health-harming mistreatment of one or more persons [...] by one or more perpetrators. It is abusive conduct that is: threatening, humiliating, or intimidating, or work-interference, i.e. sabotage, which prevents work from getting done”. According to Christine Comaford in Forbes article on workplace bullying, one of the biggest ways to differentiate workplace bullying from the type of bullying many of us suffered through in school is that workplace bullying tends to be less physical in nature, and more psychological or verbal. Comaford also makes the claim that while you might expect most bullying victims to be individuals who have a hard time fitting in socially, victims of workplace bullying are actually often among the most skilled, proficient and sociable individuals in the workplace. This, according to Comaford, is because bullies in the workplace select their targets based on who they find the most threatening, almost as a way of trying to knock them down a peg. These claims are backed up by research findings from the Workplace Bullying Institute, which suggest that the majority of bullying targets in the workplace appear to be highly skilled employees and employees who hold veteran positions in their respective groups. Thus, workplaces bullies are often highly competitive but also highly insecure individuals, who resort to bullying and harassment as a means of building themselves up by bringing down their highly skilled peers. To make matters worse, employers can often turn a blind eye to examples of workplace bullying by framing it as a “personality conflict” between the bully and victim, usually because the bully in this situation is considered too valuable to be terminated from the workplace. ---------------------------------------------------------------------------------------- Subscribe to Bestie : https://goo.gl/tUqro6 ---------------------------------------------------------------------------------------- Our Social Media: Facebook: https://www.facebook.com/bestieinc/ ---------------------------------------------------------------------------------------- Medical Disclaimer: https://pastebin.com/xLmigD6i Website: www.bestie.com