How Bullying Affects the Wellbeing of Social Workers in the Workplace - Research Paper Example

Running Head: FACTORS THAT IMPACT ON SOCIAL WORKERS WELLBEING IN THE WORK PLACE: BULLYING IN THE WORKPLACE. How Bullying Affects the Wellbeing of Social Workers in the Workplace Student Name Course Institution Date Table of Content Abstract 3 1.0 Introduction 4 1.1 Rationale of the Study 4 2.0 Methodology 5 3.0 Literature Review 6 3.1 Bullying definition 6 3.2 Underlying causes of bullying 6 3.3 Impact of bullying on social workers 8 3.4 Effectiveness of clinical supervision 10 4.0 Discussion 13 4. 1Limitations of the study 15 5.0 Conclusion 15 References 16 Abstract This study critically examines how bullying affects the wellbeing of social workers in the workplace. Through a systematic review of relevant and credible literature sources, this study examines the underlying causes of bullying in the workplace and the impact that it has on social workers. It further examines the effectiveness and adequacy of clinical supervision in the workplace as a measure of combating bullying. This study establishes that incidences of bullying in social work services are prevalent. Some forms of bullying experiences that social workers undergo are traumatic in nature and may lead to long-term negative effects on the physical and psychological wellbeing of social workers. Furthermore, bullying was found to negatively affect social workers’ effectiveness and productivity while at work. In relations to the effectiveness and adequacy of clinical supervision as an intervention for combating bullying, this study establishes that clinical supervision can be effective in organisations with clear policies on bullying, supportive leadership and human relations systems. However, in organisations which lack these aspects and in cases involving the perpetrator and the victim having an ongoing power relationship, clinical supervision was found to be ineffective. 1.0 Introduction The role played by social workers is integral to the overall functioning and wellbeing of the society. Social work is generally a profession that centers on promoting positive social change, empowering individuals and groups and enhancing the wellbeing of society (Dominelli, 2009; Shier & Graham, 2010). Nevertheless, in order for social workers to effectively carryout their functions, their wellbeing in the workplace is paramount. Shier & Graham (2010) observe that, the wellbeing of social workers significantly influences their effectiveness and productivity while embarking on their roles. Over time, a number of studies have examined the factors that impact on the wellbeing of social workers in the work place (Coffey, Dugdill & Tattersall, 2009; Kim & Stoner, 2008; Whitaker 2012). In a considerable number of scholarly literatures, bullying has been identified as one factor that has profound impact on the well being of social workers in the workplace(Heugten, 2010;Whitaker, 2012). It is established in some studies that bullying exposes social workers to high stress levels, burnouts and depression, this in turn affects their overall effectiveness and productivity while performing their work roles (Davenport et al, 2005). The main purpose of this study is to critically examine how bullying affects the wellbeing of social workers in the workplace. This study seeks to illuminate the experiences of social workers who have been victims of bullying and decipher the underlying causes and impact that bullying has on social workers who engage in community development. It further examines the effectiveness and adequacy of clinical supervision in the workplace as a measure of combating bullying in the social work services. 1.1 Rationale of the Study Workplace bullying is a global health and safety issue that has for years received significant attention due to its prevalence and impact. A survey conducted in 2011 by the Monster Global Poll estimated that globally one in ten employees have experienced some form of emotional, psychological or physical bullying in the workplace (Cobb, 2012). In Australia, research carried out by Mellington established that 70% of employees in the Australian workforce have been bullied in at some point in their work life. These findings reflect those established by the Labour Council of New South Wales which found that in a survey consisting of 840 employees, 74% of the respondents had been victims of workplace bullying (Gregor 2013). Based on these findings, it is evident that bullying is prevalent in the workplace. Although workplace bullying is recognised as a serious issue legal issue cases of bullying are still rampant in the workplace. The Fair Work Act (2009) (Cts) provides employees who feel they have been bullied the opportunity to appeal to the Fair Work Commission. Subsequently, the Commission is required under this law to exercise their discretionary powers to determine appropriate remedial actions to be taken against the perpetrators or the employers. Similarly, the Occupational Health and Safety Act (1991) requires that employers should provide to their employees a safe work environment free from health risks (Comcare, 2011). Over the years, a lot of attention has been directed towards workplace bullying in professionals fields such as medicine, nursing and teaching (Boddy, 2011; Georgakopoulos et al., 2011; Olweus, 2011). However, limited attention has been directed towards workplace bullying in social work services due to the assumption that social work is a helping profession that focuses on impacting positive change in the society thus it is not prone to vices such as bullying. It is for these reasons that this study seeks to critically review existing studies that have examined bullying in the social work settings. 2.0 Methodology The findings of this study are based on a critical and systematic review of relevant and credible literature sources. Some of the literature sources reviewed include; books, journal articles, official research reports, empirical research articles and credible organisational websites and databases. The sources reviewed date between the year 2003 to 2013. This method is used mainly because of its suitability in providing reliable and in-depth information on the issues being examined. Moreover, reviewing existing literature is inexpensive and less time consuming since information is readily available. However, one disadvantage of using this approach is that it is limited to collecting information about what has happened in the past (Whitley & Kite, 2012). 3.0 Literature Review 3.1 Bullying definition A critical look at different scholarly literatures, it is evident that the term “bullying” lacks a clear or standard definition. The term has been used differently in a wide range of context to refer to either physical or non-physical aggression towards a person. According to Olweus (2011), bullying is an intentional negative act of aggression repetitively directed against an individual who is not in a position to defend himself or herself. On the other hand, Douglas (2001) observes that bullying entails exerting unwanted humiliating, undermining and offensive behaviour towards an individual or a group. Similarly, Beane (2010) notes that bullying occurs when an individual in a position of power, trust or authority unjustly exercises their power by using means that aim at humiliating, frightening , injuring or inflicting harm on their victim. In the workplace context, bullying is defined as unreasonable and repeated behaviour that is exerted towards an individual worker or a group of workers that creates a risk to safety and health. Moreover, bullying in the workplace can be described as repeated behaviour that is unsolicited and that a person would considers humiliating, offensive, intimidating, threatening and offensive (AIG, 2012; Safe Work Australia, 2011). Although these definitions vary to a certain extent, it is apparent that there are common aspects used to describe bullying. These aspects include, repetitive act, unsolicited behaviour, aggression, systematic, power and control and the infliction of psychological or physical harm. 3.2 Underlying causes of bullying There are extensive research studies that have been conducted over time in an attempt to decipher the underlying causes of bullying especially in the workplace. It is worth questioning, what causes or instigates bullying in the workplace? What would cause an employee to bully another employee? What would cause a manager to bully a sub-ordinate? A number of studies have examined the causes of bullying in the workplace and categorised them into individual and organisational factors (Georgakopoulos, Wilkin & Kent, 2011; Einarsen et al., 2010). At the individual level some of the factors linked to bullying include; personality disorders and lack of social competencies. The personality of an aggressor or a target (either an employee or a manager) can instigate bullying in the workplace. In some work environment there are managers or employees with personality disorders characterised by aggression, poor impulse control, low self-esteem, victim syndrome, unnecessary gloating, inferiority or superiority complex and sociopathic tendencies. These aspects or element of personality disorders may cause one to either be the aggressor or target of bullying. For example, a manger with a personality disorder characterised by aggression, poor impulse control, sociopathic disorder, low self-esteem or inferiority complex is likely to bully his or her subordinates by intimidating, threatening, abusing them verbally or assaulting them physically. Besides personality disorders, some studies have attributed bullying to lack of social competencies in the workplace (Einarsen et al., 2009; Einarsen et al., 2010; Kisamore et al., 2010). Social competency can be described as the ability to relate with others in a positive and healthy manner even in the face of conflicts or challenges. Social competency also entails being able to control one’s emotions, taking the perspective of others, compromising and communicating in a constructive manner. The lack of such competencies may instigate bullying in the workplace. For instance, a manager who lacks the ability to control their emotion, communicate constructively or take the perspective of others is likely to yell and insult employees regularly in case they err or fail to perform their roles as expected (Einarsen et al. 2010; Giorgi, 2009; Nielsen et al., 2009; Neuman & Baron, 2005). Although some studies have attributed bullying to personality disorders and lack of social competence in the workplace, a considerable number of scholarly literature assert that organisational factors such as leadership style and culture are the major contributors of bullying in the workplace (Mata, 2012; Skogstad et al., 2007a; Skogstad et al.,2007b). For instance, Mata (2012) notes that, the organisational culture of a company plays a significant role in instigating workplace bullying. Organisational cultures that have non-existent policies on workplace bullying and lack effective policy monitoring and behavioural management systems may encourage bullying. Moreover, organisational cultures characterised by significant power imbalances and high internal competition may also encourage bullying (Salin 2004). Skogstad et al., (2007b) also found that leadership styles may also contribute to workplace bullying. It is established in their study that there is a positive correlation between laissez-faire leadership styles and workplace bullying. Managers who employ a laissez-faire approach to leadership tend to be less proactive or involved in addressing issues that contribute to bullying (Skogstad et al., 2007b). 3.3 Impact of bullying on social workers A number of studies have examined different aspects of social workers’ experiences in the workplace (Coffey, Dugdill & Tattersall, 2009; Heugten, 2010; Kim & Stoner, 2008; Whitaker 2012). There is substantial evidence in literature that shows that cases of workplace bullying are prevalent in social work services. For instance, in a qualitative study conducted by Heugten (2010), it was established that in a sample population of social workers who participated in the study, 52% had been targets of recurring offending, harassment and social exclusion in their workplace. A majority of these participants were women. The participants involved in the study revealed that they had been victims of recurring offending, harassment and social exclusion in their workplace (Einarsen et al., 2003). At the time of the study, the majority of social workers participating in the study had left their place of work where they had been targets of bullying. Only one social worker indicated that she was still in the same work environment however she was planning to take a long annual leave and find ways of exiting the organisation (Heugten, 2010). In his study Heugten (2010) further established that bullying significantly impacted on the social workers’ physical and psychological wellbeing. Moreover, bullying affected their capacity to work especially with client groups, it also affected their personal and collegial relationships and impaired their worldview regarding social work professions and organisations (Einarsen and Mikkelsen, 2003). Most of the social workers reported that, following the recurring incidences of bullying they experienced physical health effects such as; lack of sleep, eating disorders (over-eating or under-eating), muscle tension, intestinal problems, skin rashes, debilitation and reoccurring infections to their bodies’ lack of strong resistance to infections. They also experienced psychological health issues such as anger, shame, loss of confidence, grief, anxiety, loss of self-esteem, mood swings, stress and distress. Five social workers who took part in the study indicated that they were diagnosed with clinical depression. The recurring incidences of bullying also affected the social workers’ ability and capacity to work especially with client groups. Seven participants who took part in the study revealed that, they withdrew from leadership activities such as supervising students and their routine work with clients. These social workers also revealed that due to the recurring incidences of bullying, they lost trust in their colleague and withdrew from normal interactions and activities (Heugten, 2010). Due to lack of trust and isolation, communication with colleagues was impaired such that they were not able to consult or pass on information about clients to their colleagues. In addition to this, most of the social workers involved in this study revealed that the effects of bullying was not only limited to their work environment, but it also affected their relationship with family members and friends. Although this study provided significant insights, it is limited in the sense that it involved a small sample of social workers thus there is likelihood the findings established may not have been completely representative of the overall social workers’ population. Similarly, in a quantitative study conducted by Whitaker (2012), it was established that workplace bullying is prevalent in social work services. It was established that, in the sample population of social workers who participated in the study, 58% had been targets of hostile, demeaning and rude workplace interactions. Among this sample, 26% of the social workers involved in the study revealed that they had been targets of sexual harassment. Unlike the findings of Heugten (2010), this study found that a majority (59%) of the social workers who have been targets of bullying were male. A majority of the targets revealed that some of the behaviours that they found most troublesome in their place of work include; unfair treatment, verbal insults, being belittled and humiliated and being used as a scape goat. It was further established in this study that, recurring incidences of bullying caused social workers to experience feelings of self-doubt and low-self-esteem (Whitaker, 2012). Similar to Heugten, (2010), this study was also limited because it involved a small sample of participants. According to data from Community Care (2007), social services staffs were the third largest group of callers to a national advice line for workplace bullying. In recent years, accusations of bullying have also featured in a number of social services inquiries. This suggests that workplace bullying is endemic in social work services (Community Care, 2007). Moreover, Brohl (2013) illustrates that, just like in other professional fields, bullying is also prevalent in social work services. Brohl notes that, in social work services there are persistent patterns of employee mistreatment. Although some of these mistreatments occur in subtle forms, they have detrimental effects to the wellbeing of social workers in the workplace. For instance, recurrent incidences of gossiping, belittling, verbal abuse and humiliation occur between employees and their counterparts and also between managers and their subordinates. However, these incidences go unrecognised and unreported. Brohl (2013) further observes the structure and culture of some social service organisations help to perpetuate bullying in the workplace. For instance power imbalance, unequal treatment and poor management of diversity amongst social workers in an organisation may cause some employee to feel superior to others thus making them to belittle and mistreat others. In addition to this, the lack of clear policies on bullying makes it difficult for some employees to recognise and report subtle forms of bullying such as intimidation and verbal abuse. Brohl (2013) establishes that bullying not only causes stress, depression and anxiety amongst targets but it also affects their effectiveness and productivity negatively (Hansen et al., 2006). Evidently as discussed in the section above, the experiences of social workers who have been targets of bullying in the workplace are traumatic in nature. Based on the trauma theory, it is apparent that these social workers are subjected to distressing and emotionally painful experiences that overwhelm their ability to cope not only in their personal lives but also in their work duties. Certain forms of bullying experiences are traumatic in nature and may lead to long-term effects on health, relationships and mental wellbeing (Brohl 2013; Heugten, 2010; Ringel & Brandell, 2011). 3.4 Effectiveness of clinical supervision A considerable number of studies suggest that clinical supervision in the workplace can play a significant role in combating bullying (Boddy; 2011; Milne, 2009; Kilminster et al., 2007; Paice & Smith, 2009). According to Powell & Brodsky (2004), clinical supervision is an evaluative, supportive, administrative and clinical process that focuses on transforming principles into practical skills. . On the other hand, Bernard & Goodyear (2009) note that clinical supervision is an intervention that is in most cases provided by a senior member of a profession to a junior profession for the purposes of monitoring , providing guidance and enhancing the professional function of the junior member. Clinical supervision is a formal and on-going relationship that is work-focused and is centered on education, training and provision of support (Aasheim, 2012; Bernard & Goodyear, 2009). In their book, Einarsen et al. (2010), explore the effectiveness of different interventions that can be used to address bullying in the workplace. They find that clinical supervision can play a critical role in addressing incidences of bullying in the workplace. Clinical supervision cannot only be used to remedy situations involving the targets of bullying but it can also help the perpetrators of bullying to change their behaviour and foster reconciliation and better work relations between the target and the bully. For instance, the use of counseling and therapeutic approaches in the course of clinical supervision sessions may help the target to honestly talk about their experiences in the workplace thus allowing the clinical supervisor to offer support, guidance and mediate a suitable intervention that will help to avert incidences of bullying. In addition to this, a clinical supervisor may provide guidance and monitor the behaviour of the bully and recommend suitable action to relevant authority that can be used to punish or discourage the bully from exerting behaviours that would humiliate and offend other employees in the workplace (Aasheim, 2012; Einarsen et al. , 2010; Milne, 2009). Similarly, studies carried out by Salin (2007) and Vartia et al. (2003) show that clinical supervision can be effective when conducted early before the bullying escalates to severe forms of harassments. In scenarios where employees or targets of bullying refrain from reporting incidences of bullying in workplace due to fear of stigmatization or victimization, a clinical supervisor can assess the likelihood of abuse, identify the target and perpetrators and subsequently recommend or implement a suitable intervention that could help to avert bullying in the workplace (Aasheim, 2012; Hawkins & Shohet, 2006; Milne, 2009). In a study conducted by Edwards et al. (2006) it was established that clinical supervision can be effective in reducing employee burnout and job-related stress. Although this study focused on examining the effectiveness of clinical supervision in reducing employee burnouts and stress, it provided significant insights on how effective clinical supervision can be when it comes to combating bullying in the workplace. Edwards et al. found that clinical supervision sessions provide a platform where employees can discuss confidential and sensitive issues with their supervisors thus leading to lower levels of emotional distress (Merchant & Hoel, 2003; Lutgen–Sandvik et al, 2009; Namie & Lutgen-Sandvik, 2010). Although there is evidence that clinical supervision can be effective in combating bullying in the workplace, some studies show that clinical supervision can be ineffective in some cases especially in organisations with non-supportive leadership and systems and in situations involving the perpetrator and the target having an ongoing power relationship (Boddy, 2011; Shallcross, 2013; Salin 2006; Skogstad et al., 2007b). For instance, Shallcross (2013) observes that the lack of clear policies and systems of addressing bullying in an organisation may act as a major impediment in the efforts put across to avert bullying. Similarly, Boddy (2011) and Milne, 2009) suggest that in a situation where the target and the bully have an ongoing power relationship, the influence of a clinical supervisor may be minimal. For example, in an instance where a company owner or supervisor is bullying employees, it may be difficult for a clinical supervisor to intervene and implement an intervention that would avert bullying since those with an upper hand may manipulate the situation. In addition to this, some clinical supervision sessions may fail to bear much fruit due to the use ineffective strategies or approaches (Aasheim, 2012; Milne, 2009). Milne (2009) argues that some of the strategies that can be used to enhance the effectiveness of clinical supervision in combating bullying in the workplace include; developing a rapport between the supervisor and the employee, setting out clear goals of each supervision session, using effective communication strategies and channels, encouraging open and honest communication, regular provision of feedback and prompt implementation of suitable intervention (Milne, 2009). Evidently, there are a number of factors that determine the effectiveness of clinical supervision in an organisation. In reference to the systems theory, it is plausible to argue that an organisation is like a system with different elements or parts which have different functions. Although each part or element of an organisation is different they are interrelated in the sense that one element or part of an organisation affects the functioning of the other. For instance, leadership and organisational policies and regulations may affect the way employees within an organisation relate (Greene, 2011). Therefore, the effectiveness of clinical supervision in combating bullying is dependent on a number of interrelated organisational factors as discussed in the section above. 4.0 Discussion The key aim of this study was to critically examine how bullying affects the wellbeing of social workers in the workplace. Based on a critical review of various literature sources, it is established that although social work is a helping profession that centers on promoting positive social change, numerous incidences of bullying amongst social workers who engage in community development have been reported. For example, Whitaker’s study (2012) established that, in a sample population of social workers who participated in the study, 58% had been targets of hostile, demeaning and rude workplace interactions. In Heugten’s study (2010), 52% of social workers who participated in the study had been targets of recurring offending, harassment and social exclusion in their workplace. Other studies have also reported incidences of bullying in social work services (Brohl, 2012; Community Care, 2007; Kim & Stoner, 2008). Despite the fact that studies on workplace bullying in social work services reported incidences of bullying some of these findings differ in the sense that some studies report that that a majority of the social workers who have been targets of bullying are female whereas others argue that a majority are male (Whitaker, 2012; Heughten, 2012). Evidence from literature reviewed showed that, social workers who were targets of bullying experienced physical health effects such as; lack of sleep, eating disorders (over-eating or under-eating), muscle tension, intestinal problems, skin rashes, debilitation and reoccurring infections to their bodies’ lack of strong resistance to infections. They also experienced psychological health issues such as depression, anger, shame, loss of confidence, grief, anxiety, loss of self-esteem, stress and distress (Whitaker, 2012; Heughten, 2012). In addition to this, recurring incidences of bullying were found to affect affects social workers’ ability and capacity to work especially with client groups. Social workers who have been targets of bullying they withdraw from leadership activities such as supervising students and other routine work with clients (Whitaker, 2012; Heughten, 2012). Previously published literatures have recommended a wide range on interventions that can be used to address incidences of bullying in the workplace. This study primarily focused on examining the adequacy and effectiveness of clinical supervision in combating bullying in social work services. From the literature reviewed it was established that clinical supervision can be effective in combating bulling mainly because it incorporates the use of evaluative ,counseling and therapeutic approaches that may help identify signs of harassments in the workplace, and help the target to honestly talk about their experiences in the workplace thus allowing the clinical supervisor to offer support, guidance and mediate a suitable intervention that will help to avert incidences of bullying(Aasheim, 2012; Einarsen et al. , 2010; Milne, 2009). Conversely, some studies suggested the clinical supervision may not be effective in some scenario especially where an organisation lacks clear policies on workplace bullying and leadership is complacent when it comes to dealing with bullying incidences workplace (Einarsen et al., 2010; Lutgen–Sandvik et al., 2009; Salin 2006; Skogstad et al., 2007b).Some studies also found that in a situation involving the perpetrator and the target having an ongoing power relationship, clinical supervision can be ineffective (Boddy, 2011; Milne, 2009). In addition to this, the strategies or approaches used in the course of clinical supervision sessions were found to significantly impact on the effectiveness of this intervention (Aasheim, 2012; Milne, 2009). In general, this study has provided invaluable insights on how bullying affects social workers wellbeing in the working. Besides, this it has illuminated the underlying factors that contribute to bullying in the workplace and has provided significant insights on the factors that mediate the effectiveness of clinical supervision as an intervention used in combating bullying in the workplace. Hopefully, these findings will enlighten social workers and other relevant stakeholders in social services on how they can identify and address potential causes of bullying within the workplace. These findings can also provide a valid scope of reference for instituting policy reforms that will promote conducive workplace policies and practices that protect employees from bullying. 4. 1Limitations of the study Although this study has shed light on very important issues, its scope is limited in the sense that it focuses on evaluating one possible intervention for combating bullying. It does not look into alternative interventions or provide suggestions on suitable strategies that social workers can use to deal with bullying in the workplace. Moreover, the study lacks first-hand data on how bullying impacts on the well-being of social workers since it heavily relies on the findings of previously published literature. In order to enhance the quality of the existing information, future studies should employ practical/ empirical approaches in order to effectively evaluate the extent in which bullying affects the wellbeing of social workers in the workplace. Future studies should also examine the effectiveness and adequacy of alternative interventions or strategies that can be used to combat bullying in social work services. 5.0 Conclusion This study examined how bullying affects the wellbeing of social workers in the workplace. Other issues also examined in this study include the underlying causes of bullying in the workplace and the effectiveness and adequacy of clinical supervision as an intervention for combating bullying in the workplace. The findings established in this study suggest that, incidences of bullying in social work services are prevalent. It was further established that certain forms of bullying experiences are traumatic in nature and may lead to long-term effects on the health, relationships and mental wellbeing of social workers. In addition to this , bullying was found to negatively affect social workers’ effectiveness and productivity while at work. With regards to the effectiveness and adequacy of clinical supervision as a measure of combating bullying, this study established that in some scenarios, clinical supervision can be effective in combating cases of bullying. 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Work 42, 115-123. Whitley, B.E. & Kite, M. E. (2012). Principle of Research in Behavioural Science. 3rd Ed. New York: Routledge. Read More

Although workplace bullying is recognised as a serious issue legal issue cases of bullying are still rampant in the workplace. The Fair Work Act (2009) (Cts) provides employees who feel they have been bullied the opportunity to appeal to the Fair Work Commission. Subsequently, the Commission is required under this law to exercise their discretionary powers to determine appropriate remedial actions to be taken against the perpetrators or the employers. Similarly, the Occupational Health and Safety Act (1991) requires that employers should provide to their employees a safe work environment free from health risks (Comcare, 2011).

Over the years, a lot of attention has been directed towards workplace bullying in professionals fields such as medicine, nursing and teaching (Boddy, 2011; Georgakopoulos et al., 2011; Olweus, 2011). However, limited attention has been directed towards workplace bullying in social work services due to the assumption that social work is a helping profession that focuses on impacting positive change in the society thus it is not prone to vices such as bullying. It is for these reasons that this study seeks to critically review existing studies that have examined bullying in the social work settings. 2.0 Methodology The findings of this study are based on a critical and systematic review of relevant and credible literature sources.

Some of the literature sources reviewed include; books, journal articles, official research reports, empirical research articles and credible organisational websites and databases. The sources reviewed date between the year 2003 to 2013. This method is used mainly because of its suitability in providing reliable and in-depth information on the issues being examined. Moreover, reviewing existing literature is inexpensive and less time consuming since information is readily available. However, one disadvantage of using this approach is that it is limited to collecting information about what has happened in the past (Whitley & Kite, 2012). 3.0 Literature Review 3.

1 Bullying definition A critical look at different scholarly literatures, it is evident that the term “bullying” lacks a clear or standard definition. The term has been used differently in a wide range of context to refer to either physical or non-physical aggression towards a person. According to Olweus (2011), bullying is an intentional negative act of aggression repetitively directed against an individual who is not in a position to defend himself or herself. On the other hand, Douglas (2001) observes that bullying entails exerting unwanted humiliating, undermining and offensive behaviour towards an individual or a group.

Similarly, Beane (2010) notes that bullying occurs when an individual in a position of power, trust or authority unjustly exercises their power by using means that aim at humiliating, frightening , injuring or inflicting harm on their victim. In the workplace context, bullying is defined as unreasonable and repeated behaviour that is exerted towards an individual worker or a group of workers that creates a risk to safety and health. Moreover, bullying in the workplace can be described as repeated behaviour that is unsolicited and that a person would considers humiliating, offensive, intimidating, threatening and offensive (AIG, 2012; Safe Work Australia, 2011).

Although these definitions vary to a certain extent, it is apparent that there are common aspects used to describe bullying. These aspects include, repetitive act, unsolicited behaviour, aggression, systematic, power and control and the infliction of psychological or physical harm. 3.2 Underlying causes of bullying There are extensive research studies that have been conducted over time in an attempt to decipher the underlying causes of bullying especially in the workplace. It is worth questioning, what causes or instigates bullying in the workplace?

What would cause an employee to bully another employee? What would cause a manager to bully a sub-ordinate?

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