Workplace Bullying: Power

As even a quick survey of authoritative sources demonstrates, there is no universally accepted definition of bullying, much less workplace bullying. (They do differ.) One of the causes of this predicament is likely the open prevalence of school bullying in the lives of children (birth to 18 years), compared to the sophisticated and covert approaches favored by adult perpetrators in the workplace, in domestic settings, and elsewhere. But beyond the degree of openness, bullying among children and bullying among adults at work differ in ways that make for difficulties if we try to manage workplace bullying as if it were the same as school bullying.

Defining bullying

The most widely accepted definition of bullying among children is that bullying is "…aggressive behavior or intentional 'harm doing,' which is carried out repeatedly and over time in an interpersonal relationship characterized by an imbalance of power." [Volk, et al. 2014] [Olweus & Pellegrini 1993] As for definitions of workplace bullying, my own is that workplace bullying is any aggressive behavior, associated with work, and primarily intended to cause physical or psychological harm to others. [Brenner 2022.2] This definition closely tracks Randall's definition of adult bullying: "Bullying is the aggressive behavior arising from the deliberate intent to cause physical or psychological distress to others." [Randall 1997]

So we see Definitions of bullying among children require
a pattern of repetition over time in the context
of an imbalance of power. These factors are
less important in bullying among adults.that the main differences between definitions of bullying among children and definitions of bullying among adults in the workplace is that definitions of child bullying require a pattern of repetition over time in the context of an imbalance of power. Close examination of these two factors is therefore worthwhile. I begin with the imbalance of power, and address the pattern of repetition next time.

Imbalance of power

Imbalance of power is a defining element of bullying among children, where power is largely based on age and size. These factors are as dominant as they are, in part, because they are readily observable. That is, a child intent on bullying another child can easily assess the power of potential targets by visual observation.

From the aspiring bully's perspective, assessing the degree of power imbalance in workplace bullying is more complicated. Assessing the degree of the bully's advantage in power over the power of a candidate target is possible, but often requires contextual information that isn't available by visual observation. Moreover, in workplace bullying the degree of power imbalance can change without notice.

For these reasons and others, workplace bullying can occur when there is no imbalance of power, or when the target is more powerful than the bully. [Susskind 2022] Definitions of workplace bullying that require an imbalance of power are therefore too narrow.

Consequences of requiring an imbalance of power

Organizations that deploy anti-bullying policies must necessarily define workplace bullying. If the definition requires an imbalance of power between perpetrator and target, the phrase imbalance of power is usually interpreted to mean that the perpetrator is more powerful than the target. This interpretation excludes from consideration the following situations.

Covert bullying

When the bully takes steps to conceal the bullying, careful definitions of bullying have little relevance for the effectiveness of anti-bullying policies, because secrecy limits policy effectiveness. In covert bullying, the degree of power imbalance has little direct effect. [Praslova, et al. 2022] See "Covert Bullying," Point Lookout for January 13, 2010.

Perpetrator less powerful than the target

Sometimes called contra-power bullying, contra-bullying, or lateral bullying, this configuration is certainly less common than conventional bullying. Because of our bias against the unfamiliar, compounded with the shame associated with targets acknowledging their being bullied, we tend to overlook bullying situations for extended periods. See "Unrecognized Bullying: II," Point Lookout for February 12, 2020.

Bullying by proxy

In bullying by proxy, the proxy perpetrator can have formal power subordinate to that of the target. The bullying can be effective, though, when the primary perpetrator is more powerful than the target. See "Bullying by Proxy: I," Point Lookout for October 19, 2022.

Virtual bullying or cyber-bullying

In virtual bullying or cyber-bullying the bullying can occur outside the context of work, even though the bullying is associated with work. Because the perpetrator and target might not know each other in the workplace context, their relative power status might not be a factor in the bullying.

Last words

Bullying configurations can be complicated. Examples: cyber-bullying by proxy, lateral bullying by proxy, and lateral cyber-bullying. Further complexity arises, as I note next time, when we consider patterns of repetition.   Next issue in this series   Top    Next Issue

Is a workplace bully targeting you? Do you know what to do to end the bullying? Workplace bullying is so widespread that a 2014 survey indicated that 27% of American workers have experienced bullying firsthand, that 21% have witnessed it, and that 72% are aware that bullying happens. Yet, there are few laws to protect workers from bullies, and bullying is not a crime in most jurisdictions. 101 Tips for Targets of Workplace Bullies is filled with the insights targets of bullying need to find a way to survive, and then to finally end the bullying. Also available at Apple's iTunes store! Just . Order Now!

Footnotes

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