Health Options Alan Titchenal & Joannie Dobbs Tuesday October 27, 2013

Gossip, sabotage both signs of bullying in the workplace

October is National Bullying workplace are usually much more lying often become mentally dis- Prevention Month. Concerns for subtle and sophisticated than the tressed, experience sleep problems, bullying often focus on children old schoolyard behaviors. Bullies fatigue, anxiety, and depression – and teenagers where bullying can often undermine their target person all of which can lead to work- cause serious damage to emotional through gossip, sabotage, and sub- related suicide at the extreme. and mental development and can tle or overt cyber bullying. This Physical consequences of work- even lead to suicide. It is estimated leads to character assassination of place bullying can include muscle that about one out of ten children their target. Frequently bullies re- tension that leads to a variety of and teens are victims of bullying. cruit others and orchestrate what is pains and can progress to fibrom- Question: Does bullying decline called mobbing behaviors. Victims yalgia and even cardiovascular after high school? often are the last to find out about symptoms. Both the psychological Answer: Unfortunately, the prac- the lies and may even be accused and medical consequences of bul- tice of bullying extends well be- of being a bully when they try to lying can increase sick days, cause yond the mean spirited teasing of defend themselves. victims to change jobs or even be- the schoolyard bully. The sickness Q: What are the characteristics of come unemployed. is commonly found in the work- the workplace bully? Q: Can workplace bullying be place. Estimates of bullying vic- A: Many bullies have strong nar- stopped or prevented? tims in the workplace, like schools, cissistic tendencies. They may hide A: Bullying can be difficult or are still at least one in ten people. their fragile self-esteem and their impossible to stop. So, it is essen- Q: What constitutes workplace need for constant attention and tial to prevent bullying with careful bullying? admiration within a subtle mixture hiring procedures and a strong A: Workplace bullying is charac- of charm and superior self- workplace policy that makes it un- terized by repetitive and systematic entitlement. They typically expect acceptable to bully those inside or abusive behaviors by one or more others to defer to them and may be outside of the workplace - in per- individuals that negatively affect uncomfortable with those who do son or via the internet. During ini- both the targeted individual and the not react to them as they prefer. tial interviews, pay close attention workplace environment. Bullying Often, only their targets are aware to how a person treats those they is common at all levels of the of their devious means of manipu- perceive to be less powerful. When workplace – unskilled labor, blue lation. As a consequence, the bul- you observe bullying, don’t ignore collar, and white collar work envi- lied individual often goes misun- it or make excuses for the bully. ronments as well. The most subtle derstood and feels helpless and Acceptance of bullying behavior and devious bullies are likely isolated. only encourages the bully. Report found in white collar jobs at all Q: What are the health conse- all character assassination events to levels throughout organizations. quences of bullying? the victim and HR or someone who Q: What actions are common in A: The psychological conse- has the authority to do something workplace bullying? quences of workplace bullying can about it. Don’t become part of the A: The actions of bullies in the be severe. Victims of chronic bul- problem, but rather be the solution.

Joannie Dobbs, PhD, CNS and Alan Titchenal, PhD, CNS are nutritionists in the Department of Human Nutrition, Food and Animal Sciences, College of Tropical Agriculture and Human Resources, UH-Manoa. Dr. Dobbs also works with the University Health Service. © 2015 Honolulu Star-Advertiser -- http://staradvertiser.com http://www.nutritionatc.hawaii.edu/Articles/2015/576.pdf

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