The Independent Voice, April 2002, Volume 2, Number 2, Page 4. By Paul Giles, firstname.lastname@example.org
Organisers Paul Giles and Graham Perrett report on the March 2002 Adelaide International Workplace Bullying Conference "Skills for Survival, Solutions & Strategies" they attended recently which brought together international experts on workplace bullying.
'...Norwegian research into workplace bullying presented at the Conference suggested that those who suffer most from bullying are often those with the most to give...
Einarsen also noted that the "[p]ersonality of the victim and offender as well as psychosocial factors at work seems to play a role in bullying at work as do the cultural values and norms of the corporate culture".
"Bullying seems not to be an either or phenomenon but a gradually evolving process" - often triggered by a work related conflict which escalates. In early phases the victim seems to be attacked only now and then. As the conflict escalates however, the frequency of the attacks becomes higher and the behaviour harsher...
Einarsen also noted that victims of bullying at work are often conscientious, literal-minded, often overachievers who have high expectations of themselves and their work situation...
Post traumatic stress following victimisation is largely due to the shattering of basic assumptions victims hold about themselves and the world. Specifically that:
- The world is benevolent;
- The world is meaningful;
- The self is worthy.
...This research would indicate that often those who suffer most from unacceptable bullying behaviour in the workplace are those with the most to give - those with high expectations of themselves and those who are prepared to go the extra mile because they believe that what they are doing is meaningful and important.'