This document discusses workplace bullying, defining it as the use of aggressive, intimidating, humiliating language and actions against coworkers. It identifies four main types of bullying: threatening professional status, overworking targets, isolation, and destabilization. Gender-based discrimination and sexual harassment are also common forms of bullying, primarily targeting women. While efforts have been made to promote equality, workplace bullying remains a problem, especially in countries with cultural prejudices against women. The document recommends organizations implement diversity policies, gender sensitivity training, cultural audits, and leverage diversity to enhance performance in order to address bullying.

1. Workplace Bullying
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2. Introduction
Workplace bullying is the use of aggressive,
intimidating, humiliating and demeaning
language and actions against other people
at the workplace. It is a deliberate
tendency to inflict a psychological harm on
the target individual by his co-worker or
his senior at workplace.
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3. Typologies and perspectives in
workplace bullying
 The first category is threatening the
professional status of the target individual/
group. This entails intimidation by use of
disciplinary measures, failure to
acknowledge the productivity of the target
individual/group, humiliation in public,
belittling one's opinions etc.
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4. Typologies and perspectives in
workplace bullying
 The second perspective is overworking the
target individual or group. This includes
imposing undue pressure, unreasonable
deadlines and disruptions to the target
individuals/ groups.
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5. Typologies and perspectives in
workplace bullying
 The third perspective is isolation. This may
entail:
 Withholding information,
 Excluding or ignoring the target individual/
group,
 Social/ physical isolation,
 Preventing the target individual from
accessing career development opportunities
in the organization.
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6. Typologies and perspectives in
workplace bullying
 The fourth bullying perspective is
destabilization. This entails shifting
performance goal posts, setting
unreasonable performance goals to fail the
target individual, failure to recognize/
acknowledge good work and allocation of
meaningless duties to the target individual.
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7. Typologies and perspectives in
workplace bullying
 Sexual harassment and gender based
discrimination is also a common form of
workplace bullying. The main targets of this
form of bullying are female employees.
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8. Prevalence of Workplace Bullying
Workplace bullying can be intra-gender or
extra-gender.
 The former involves bullying practices
between people of the same sex while the
latter involves people of the opposite sex.
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9. Prevalence of Workplace Bullying
 Intra-gender bullying is a common case
involving senior employees and their
subordinates.
 It often stems from a bad social or
professional relationship in which the
powerful ventures to frustrate the powerless.
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10. Prevalence of Workplace Bullying
 Extra-gender bullying is often characterized
by sexual discrimination and molestation of
the target individuals/ groups.
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11. Prevalence of Workplace Bullying
 North America has been the front-runner in
championing workplace equality and
elimination of gender based discrimination.
Despite this concerted efforts, workplace
bullying remains rampant in Canada and the
United States.
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12. Prevalence of Workplace Bullying
 The case of gender based workplace bullying
is also an issue of concern in Asian
countries. Many Korean companies
discriminate employment and promotion of
women into managerial position based on a
cultural prejudice that women are less
productive when compared to men.
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13. Prevalence of Workplace Bullying
 Another common phenomena that illustrate
workplace bullying is the treatment of women
in the military. Many countries exclude
women in military occupations because of
the prejudice that they lack physical strength
and emotional endurance demanded in the
occupation.
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14. Management of Workplace Bullying
 There is a need for the affected group to put
in more concerted efforts to alleviate their
plight.
 They should urge organizational
management to employ human resource
management policies and practices that
promote equality and alleviate bullying/
mistreatment at workplaces.
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15. Intervention and Diagnosis
 The affected group should report cases of
workplace bullying to the organizational
management. In return, the management
should employ a human resource
management policy that mitigates
discrimination, harassment and bullying.
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16. Intervention and Diagnosis
 The first employment policy is diversity
expansion. Organizations should implement
gender/ cultural diversity and equal
opportunity for all members based of their
performance capabilities.
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17. Intervention and Diagnosis
 The second policy is driving gender
sensitivity. All organizational employees
should be trained on the importance of
respecting each other irrespective of gender
and cultural differences.
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18. Intervention and Diagnosis
 The third policy is undertaking a cultural
audit to expose the cultural and gender-based
adversities. The policy should mitigate
all reported cases of workplace bullying and
other forms of discrimination.
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19. Intervention and Diagnosis
 Lastly, the organizations should employ a
HR policy that seeks to leverage cultural and
gender diversity to enhance high
performance.
 People should be trained on the importance
of accommodating each other in a bid to
foster required motivation for high
performance.
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20. Intervention and Diagnosis
 Lastly, the affected group should be trained
on managing anger and frustrations born
from workplace bullying and discrimination.
 This can only be achieved if the affected
group is guaranteed of the organizational
efforts to address discrimination and bullying.
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21. Conclusion
Workplace bullying is identified as a form of
discrimination in which the perpetrators use
aggression behaviour to intimidate and
demean their co-employees.
The prevalence of gender-based discrimination
and sexual harassment in organizations
underscore that not much has been done to
alleviate workplace bullying.
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