So here’s my question for today: When you think about accountability for workplace bullying and mobbing, do you think more about individual aggressors or about the organizations that hire and keep them on the payroll?
Of course, the pat response — in fact, the right one, I’d argue — is both. But I’d submit that the calculus is not uniform, and that the perch from where we sit may determine our personal answers. Here are a few of my observations on this question:
- Bullying and mobbing behaviors are typically targeted and personalized. Sometimes the motivations for the abuse are transparent. But often they are not. Furthermore, they may not be rational, in that the underlying reason(s) for the abuse can be explained in a way that easily makes sense. Figuring out motivations sometimes can be a challenge for a targeted worker, adding to the confusion and bewilderment of the experience and sharpening the focus on specific aggressor(s).
- Nevertheless, as intensely interpersonal as these behaviors may become, they usually cannot flourish without organizational sponsorship, enabling, or, at the very least, indifference. This applies specially to mobbing, which requires multiple players, often aided by institutional mechanisms.
- For an individual targeted by bullying or mobbing, the natural focus is on the closest abusers and tormenters. However, the target often recognizes the organizational dynamic when reaching out for help and finding that little or no genuine assistance is available.
- If we want to prevent and stop bullying and mobbing at work, the first view should be organizational and systems-based, looking especially at top leadership and workplace culture. Bullying and mobbing rarely thrive at organizations committed to treating their employees with a baseline of dignity and to hiring workers who share that commitment.
For those interested in the legal side, the anti-bullying Healthy Workplace Bill that I’ve authored recognizes both organizational and individual responsibility for creating abusive work environments. Under my template version of the legislation, those who have been subjected to severe workplace bullying may pursue claims against both their employer and the individual tormenters. Furthermore, in recognition of the overall role played by employers, the legislation includes liability-reducing incentives for employers that act preventively and responsively toward bullying behaviors.