Relief and Redress for Targets of Workplace Bullying

Abstract

Workplace bullying is a particularly insidious form of counterproductive workplace behavior that results in significant costs to both targets and organizations. We explore existing and potential avenues of relief and redress available to targets. Relief refers to activities focused on eliminating the bullying as well as the mechanisms used to treat those who have been bullied. Redress refers to third-party remedies that involve the financial and/or non-financial compensation of targets. The optimal strategy for dealing with workplace bullying involves both effective organizational interventions to help prevent and address bullying incidents and strong legislative mechanisms to allow for restitution and compensation. This two-pronged strategy provides targets of bullying with multiple sources of relief and redress.

An Ecological Model of Workplace Bullying: A Guide for Intervention and Research

“…To repair the damage caused by bullying, interventions should also address specific outcomes of bullying. At a microsystem level, organizations need to assist individuals to access counseling to address psychosocial outcomes, and health care to address physical outcomes (Meglich‐Sespico, Faley, & Knapp, 2007). Employee assistance programs and employee health programs can be the source of this assistance; however, as many targets of workplace bullying have diminished levels of trust for their organization, actual care should be provided by practitioners who are external to the organization.…”

“…At the macrosystem level, legislation which requires organizations to develop comprehensive policies and procedures outlining their approach to preventing and managing workplace bullying is needed (Hoel & Einarsen, 2010; Meglich‐Sespico et al., 2007). To date, antibullying legislation exists in the Netherlands, Sweden, France, Belgium, Finland, Canada, and Australia (Duffy, 2009).…”

Taming the Raging Bully! A Case Study Critically Exploring Anti-bullying Measures to Support Neurodiverse Employees

“…For people who closely relate to their work roles, being bullied can be shattering (Lutgen-Sandvik, 2008). Meglich-Sespico, Faley, and Knapp (2007) warn that persistent mistreatment impacts targets’ mental health. Bytheway et al (2012, p. 17) elaborated that ‘there is a range of psychological and physical illnesses and injuries that can be caused by exposure to bullying in the workplace, including anxiety disorders, stress, depression, and insomnia.’ Referencing a Tehrani (2004) study involving health care professionals, Bond et al (2010) reported that victims along with others who witness bullying behaviours can show symptoms suggestive of post-traumatic stress.…”

Workplace Bullying: Application of Novak’s (1998) Learning Theory and Implications for Training

“…A number of authors call for training interventions related to workplace bullying including training for such groups as managers, employees, perpetrators of bullying, targets of bullying, human resources staff, employee assistance program staff, medical staff, trade union representatives, and college students (Ayoko et al 2003;Harvey et al 2007;Harvey et al 2006;McKay et al 2008;Meglich-Sespico et al 2007;Mellish 2001;Saunders et al 2007). Thompson (2003a, b) describes a training intervention related to workplace bullying that he conducted at a manufacturing plant.…”