The problem of bullying is not limited to schools, as many assume; it can infest everywhere, including the workplace.

In the workplace, it can take various forms, such as ridiculing a person in front of colleagues, name-calling, ignoring, excluding and constantly criticising or undervaluing the efforts of the targeted employee. Workplace bullying can also include unwanted sexual advances by not maintaining the correct proximity or exerting tedious personal contact, and abuse of power on the part of management can also be deemed as bullying in certain circumstances, to say the least.

In fact, studies show that over 80 per cent of bullies are bosses. Those bullied are usually dedicated and qualified staff members, good-looking and popular with their co-workers. Bullies opt to target people who are non-confrontational and cooperative.

A bully considers these personal traits a threat, and so does his or her utmost to spoil what he or she cannot personally achieve. Intimidation is usually determined by the bully’s need to control others and bullying behaviour is often fuelled by insecurity and personal envy of the targeted person. If the bully is the victim’s superior, he or she may arrange an exercise of over-monitoring, especially with spiteful intent.

The “superior” bully may provide his victim with unrealistic goals or deadlines, work-overload, replace proper work with humiliating jobs and even block applications for leave or a promotion due.

The bullying type of management is one that is, among other things, inconsistent, insecure, arrogant and always critical, the type that singles people out, shows favouritism,is disrespectful, includes and excludes people selectively, is inconsiderate and demotivating, and lacking conscience or remorse.

Once a person in a position of authority is a bully, he or she destroys trust in authority.

It will eventually take too much time and effort to restore that trust, and possibly the person in authority who is abusing his or her power will require re-educating in order to overcome the unprofessional and harmful tactics he or she has adopted.

Bullying is economically harmful to an organisation. Bullied employees waste plenty of their working time. They must spend time seeking ways of defending themselves and confiding in others for support. Continually thinking about the situation makes them demotivated and stressed. They will eventually resort to going on sick leave due to stress-related symptoms as a means of escape (a response to stress that is commonly referred to as “fight or flight”). Bullies therefore instil low morale, fear, anger, and depression in the workplace and absenteeism, a high staff turnover, reduced efficiency and a possible string of lawsuits will be the result.

Combating workplace bullying takes much courage, but if it is allowed to continue, bullying will flourish.

People who are being bullied should contact someone they trust among those who have the power and the courage to take the proper action to deal with the situation in a professional way.

Attempts should be made to join forces with others in the organisation who are being bullied in order to file a collective complaint. It is important to keep a record of what is going on and ensure that incidents of bullying are documented.

It is hard for a target to stand up on his/her feet and react to bullying especially when it is coming from a member of the management.

If the victim decides to take the employer to an industrial tribunal, there is a risk of ending up being labelled as a troublemaker.

This will eventually hinder future employment opportunities elsewhere, especially on a small island such as Malta, which is unfair considering that she/he is the real victim. On the other hand, it is not at all easy for the victim who, both psychologically and physically, opts to switch to “flight” mode and seek employment elsewhere. Full-time permanent employment opportunities are increasingly hard to find, especially if the person looking for work is over 40.

Improving working relations requires a lot more than trendy organisational marketing logos or mission statements.