Workplace bullying is an epidemic in North America, one that has huge hidden costs in terms of employee well-being and productivity. Bullying can encompass psychological harassment, emotional abuse, sexual misconduct and physical abuse: it involves the conscious repeated effort to wound and seriously harm another person, not with violence, but with words and actions. Bullying damages the physical, emotional and mental health of the person who is targeted.
Bullying behaviour shows as an abuse of power between supervisors and subordinates in the workplace. Supervisors release their own pressure to bully subordinates with their higher power due to workplace bullying. It is always related to [the] management style of the supervisors. An authoritative management style is accompanied by bullying behaviours which can make subordinates fear so that supervisors can bolster their authority over others. (Wiki)
On the other hand, some researchers agree that bullying behaviours can be a positive force for performance in the workplace. Workplace bullying can contribute to organizational power and control. If an organization wants to improve this situation in the workplace, strategies and policies must be put in place to improve it. Lacking policy about bullying, like low-monitoring or no punishment will result in tolerating bullying in an organization.
Bullying Among Co-Workers
Bullying behaviours in the workplace also exist among colleagues. They can be either the ‘target’ or perpetrator. If workplace bullying happens among the co-workers, witnesses will take sides, either with the target or the perpetrator. Perpetrators always win because witnesses do not want to be the next target. This does encourage perpetrators to continue this behaviour. In addition, the sense of the injustice experienced by a target might lead that person to become another perpetrator who bullies other colleagues who have less power than they do.