
A dramatization of a mobbing incident. Such scenes are rare in real life in knowledge-based organizations. This image is more useful as a depiction of the emotional experiences of the people involved as perpetrators, abettors, or targets in a bullying situation in which mobbing is a factor.
Image (cc) Attribution-ShareAlike 4.0 International license by Jessicalyss courtesy Wikimedia
Workplace bullying is any aggressive behavior associated with work and intended to cause physical or psychological harm to another. [Brenner 2025.2] Subject matter bullying is a special kind of (usually workplace) bullying. Someone might be engaged in subject matter bullying when the intended harm inflicted on the target is a loss of social status, or denial of social status, with respect to the community concerned with the subject matter. For example, in the course of a debate among data architects about the causes of an database anomaly, subject matter bullying might be occurring when one participant engages in an ad hominem attack on another in order to reorient the debate toward criticisms of the target's favored architectural approach.
In this description, the phrase might be occurring is doing a lot of work. In subject matter bullying, the distinction between bullying and passionate debate can be subtle. One clarifying guideline is that in bullying, the advocates seek to advance their arguments by intentionally harming their debate opponents.
Perpetrators employ the tactics of subject matter bullying not merely to advance their own social status, though that is often a result. The primary motive of subject matter bullying, like all bullying, is inflicting harm on the target.
Identifying subject matter bullying
Identifying bullying in the workplace is sometimes difficult, because perpetrators use a variety of ploys to disguise their bullying. [Brenner 2010] But distinguishing subject matter bullying from ordinary work can be far more difficult than distinguishing other forms of bullying from ordinary work, for at least three reasons.
- A degree of subject matter mastery is required
- The debates within the community of a field of knowledge can be deep. Just understanding those debates can require a level of mastery many never attain. Distinguishing subject matter bullying from ordinary work can sometimes require a level of mastery beyond understanding the debates that arise in ordinary work.
- Near the heart of the difficulty is the fact that the subject matter of subject matter bullying is the same as the subject matter of ordinary work. In other kinds of workplace bullying the subject matter might differ from the subject of ordinary work. It might be how privileges are granted, or what work is assigned. In subject matter bullying, the harm inflicted is much closer to the subject of the work. For example, the harm might be rejection in a humiliating manner of the target's idea for solving the problem at hand.
- Contextual factors beyond the here and now can be significant
- To fully appreciate the dynamics of subject matter bullying, a thorough grasp of contextual factors can be necessary. Knowing the past history of the relationships between bully and target (or between the allies of each) can affect whether or not we perceive an interaction as bullying. [Pinto, et al. 2023] Likewise, knowledge of the past history of the ideas espoused by perpetrator and target can also determine whether or not we perceive a given interaction as bullying.
- For example, in a debate about the merits of the current design of a system, the perpetrator might sarcastically comment, "Although this design is fundamentally atrocious, the prototype didn't detonate when we first energized it." This might sound like nothing more than a wry comment, but when we know that the target's concept did detonate when first energized, the comment is more clearly a nasty attack.
- Mobbing and collaborating can be isomorphic
- In the context of bullying, the term mobbing refers to "concerted effort by a group of employees to isolate a co-worker through ostracism and denigration." [Denenberg & Braverman 2001] [Sloan, et al. 2010] But "concerted effort" is the essence of collaboration, which is the engine that drives development of knowledge in all fields. In the knowledge workplace, collaborations form and dissolve frequently. Some are actually virtual, in the sense that their members might meet only rarely in person.
- Given this high level of structural fluidity, collaboration formation and dissolution can be a sign of a healthy community associated with a given field of knowledge. But such a social structure is also subject to mobbing. Secret conversations are easily arranged. Excluding, isolating, or expelling individuals is easily accomplished. Distinguishing mobbing from collaboration requires intimate knowledge of the group's communications.
Last words
Because inflicting harm on the target is at the center of any bullying, we can more easily recognize subject matter bullying if we first try to identify the person harmed. In subject matter bullying, the harm is expressed in terms of the target's loss of stature in the community that surrounds and supports the subject matter. 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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Related articles
More articles on Workplace Bullying:
Hurtful Clichés: I
- Much of our day-to-day conversation consists of harmless clichés: "How goes it?" or
"Nice to meet you." Some other clichés aren't harmless, but they're so common that
we use them without thinking. Maybe it's time for some thought.
Confronting the Workplace Bully: I
- When a bully targets you, you have three options: accept the abuse; avoid the bully or escape; and confront
or fight back. Confrontation is a better choice than many believe — if you know what you're doing.
On Being the Canary
- Nobody else seems to be concerned about what's going on. You are. Should you raise the issue? What are
the risks? What are the risks of not raising the issue?
How Targets of Bullies Can Use OODA: I
- Most targets of bullies just want the bullying to stop, but most bullies don't stop unless they fear
for their own welfare if they continue the bullying. To end the bullying, targets must turn the tables.
Bullying by Proxy: II
- Bullying by proxy occurs when A bullies B at the behest of C. Organizational control of bullying by
proxy is difficult, in part, because C's contribution is covert. Policies that control overt bullying
are less effective at controlling bullying by proxy.
See also Workplace Bullying for more related articles.
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