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Catherine Mattice and Karen Garman define workplace bullying as "systematic aggressive communication, manipulation of work, and acts aimed at humiliating or degrading one or more individual that create an unhealthy and unprofessional power imbalance between bully and target(s), result in psychological consequences for targets and co-workers ...
In her new book “Jerks at Work: Toxic Coworkers and What to Do About Them,” Tessa West, a social psychologist and associate professor of psychology at New York University, divulges strategies ...
Aggressive acts can take any possible combination of these three dichotomies. For example, failing to deny false rumors about a coworker would be classified as verbal–passive–indirect. Purposely avoiding the presence of a coworker you know is searching for your assistance could be considered physical–passive–direct.
Toxic workers also define relationships with co-workers, not by appropriate organizational structure, but by those who they like/dislike or trust/distrust. [ 4 ] In 2017 and 2021, nineteen percent of Americans suffered abusive conduct at work, according to the Workplace Bullying Institute.
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First, regardless of gender, race, sexuality or any other defining characteristic, every person should be given the right to be "free from abusive treatment in the workplace". [8] With freedom from abuse given as a basic human right, any form of discomfort or discrimination in workplace becomes labeled as an act of harassment. [8]
A host of other studies show that psychological abuse and bullying are common in other countries, including Austria, Australia, Canada, Germany, Finland, France, Ireland, and South Africa. A representative sample of Australian employees found that 35% reported being verbally abused by at least one coworker and 31% reported being verbally abused ...