Workplace relationships are one of the most important factors influencing job satisfaction. A supportive team, understanding leadership, and a positive atmosphere can often outweigh other professional drawbacks. On the other hand, even a dream job can quickly become unbearable if team dynamics are poor or if workplace bullying occurs. But what exactly counts as workplace bullying or discrimination, how does it manifest, and how can it be addressed?
What is workplace bullying?
Workplace bullying occurs when one or more members of a team become the target of repeated aggressive or abusive behavior from others. It often involves psychological pressure and can even lead to serious health problems.
Bullying at work usually happens repeatedly or over a long period. It can include insults, gossip, physical aggression, or “throwing obstacles in someone’s way,” meaning sabotaging or complicating tasks.
Two common terms are bossing and mobbing. Bossing refers to bullying by a supervisor, while mobbing refers to bullying by colleagues.
Bossing – Bullying by a manager
Bossing can include actions such as unfairly lowering a salary or disadvantaging one employee compared to others. For example, if your boss doesn’t allow you to choose your vacation dates but permits others to do so, that constitutes bullying. Other examples include humiliation, baseless accusations, or assigning unreasonable tasks.
It’s important to assess whether the manager’s actions are justified – perhaps stemming from mistakes, unreliability, tardiness, or other performance issues.
Mobbing – Bullying by colleagues
Mobbing refers to bullying by coworkers. This often includes insults and humiliation but can also involve refusing to cooperate, deliberately failing to complete tasks, ignoring the target, silencing them, playing pranks, or mocking them.
Workplace bullying in the law
Bullying and discrimination are addressed in labor law, specifically in Part I, §1a, Section 1 e) and Part IV. Section 16 states that employers must ensure equal treatment of all employees regarding work conditions, compensation, monetary and non-monetary benefits, professional development, and career advancement opportunities. Any form of discrimination is prohibited.
How to protect yourself from workplace bullying
Prevention is key. Supervisors, managers, and leaders should carefully monitor the workplace atmosphere and relationships, addressing any negative trends immediately. It’s crucial to discuss the harmful effects of bullying even before it starts. At the first signs of inappropriate behavior, prompt action is necessary. Delaying intervention can worsen conflicts, reduce employee performance, and lead to valuable staff leaving or spending more time on sick leave.
If you are a target of bullying, direct communication with colleagues or discussion with a supervisor is the first step. If that doesn’t work, legal action may be necessary. You can file an official complaint with your employer, a regional labor inspectorate, or the ombudsman. In cases of discrimination, it is possible to file a lawsuit in court.
How Managers Can Detect and Prevent Bullying
During an MBA program, the curriculum is designed to equip graduates with the skills and abilities every manager needs: empathy, assertiveness, and the capability to prevent and resolve workplace conflicts. This training helps managers create a safe and productive work environment while protecting employees from bullying and discrimination.
