Case Study – Bullying

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• People are often hesitant to make a complaint against bullying, but why?

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Reasons can be many and it depends on many different situations which as follows:

- People might have a fear that nothing can be changed in the situation
- People might have a fear of being labeled a “problems maker" a workplace
- People might have a fear of getting a bad reputation among his/her workgroup
- People might have a fear that they will not be taken seriously by the higher authorities
- People might have a fear of acts of revenge from a supervisor or even manager
- People might have the fear of being ridiculed by others

• Is it possible for people who file complaints to be victimised beyond the original incident but it could this happen? and What are some ways organisations and individual managers can help people feel more comfortable to make a claim?

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YYes, it is possible for people who file complains to be victimized beyond the original incident and this could be happening by taking some necessary and immediate actions such as contacting to the employee advisory people of an organization. 

  Further, it is also important for a manager or supervisor to introduce the rights of employees and laws at the workplace. Additionally, a few possible ways for organizations and even individual managers that can help people feel more comfortable are:

   - Managers should provide on-board or even online training to each employee before joining a company

   - Managers should put notices as well as contact details of organizations which are helping people from bullying, near common workplace areas.

  

•  What can managers do to create a culture where people feel safe to stand up for their rights to equal treatment and being treated with respect and dignity?

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For this situation possible solution are:

- Managers should promote social activities, which can give opportunities to employees to build up a positive relationship

- Managers should meet with people involved in the bullying separately and also to try to understand reality.

- Managers or supervisors should decide whether to mediate or to call in others for further assistance.

- An organization should arrange the next stage as soon as possible to follow-up.