YOUNG PROFESSIONALS SAY NO TO BULLIES TOOLBOX YOUNG PROFESSIONALS SAY NO TO BULLIES TOOLBOX | Page 8
“Young professionals! Say no to bullies!!!”
A solitary person, or the person who is lonely in the working environment, the person A does not
belong to any formal group (i.e. trade unions), or informal society, or group (shared coffee breaks, or
celebrations), the person who is an individualist and does not belong to any specific group at work
An introvert person who is shy, inept, and unable to protect himself/herself, and who bears harassment
burden alone
A person who has personal problems; suffers from personal crisis, diseases etc. and for that reason is
prone to being hurt
The above mentioned features should be treated as hints for employees as to how to recognize
the people prone to being harassed, and the people who may become harassers. However, it is not
confirmed that the people who display other features are not likely to become the elements of the
discussed phenomena, therefore the presented characteristics should not be treated as the premise of
becoming either responsible for, or victimised by mobbing practises.
The course of mobbing
Mobbing is a dynamic phenomenon which lasts for a particular period of time, is continuous
and consequent. Mobbing may take different forms so it is impossible to identify one template of its
course which could be applied in all situations. However, there are certain regularities that occur in
many mobbing situations.
Phase I: the first event in which mobber uses discriminating and harassing practices. At the
begging the victim is surprised, does not understand the situation and tries to resolve the problem. The
mobber, however, does not find it necessary to resolve anything as he/she declares that no conflict takes
place and shows friendly attitude towards the victim. By doing so, the mobber relaxes the visctim’s
vigilance, at the same time using mobbing practices interchangeably with polite and friendly attitudes.
Such behaviour makes the victim feel uneasy, as it is not clear for him/her what is happening – on the
one hand – kindness and friendliness, on the other – aversion and bad treatment.
Phase II: mobbing behaviours escalate, especially if not witnessed, and they take the form of
passive indirect aggression through the usage of legal measures and professional tasks. The victim
tries to clarify the ambiguities but he/she is reassured that there is nothing to worry about. At the same
time, the mobber spreads gossip and slanders the victim questioning his/her skills and qualifications.
As a result the victim gradually becomes alienated from his/her colleagues. At the same time, due to
the incomprehension of the situation and frustration caused by the inability to solve the problem, the
victim happens to lose control, burst in tears, raise his/her voice, which make other people believe
that there is ‘something wrong’ with the victim and it is the mobber who is right. In this way, the
harasser finds co-operators who being unaware of the situation become accomplices in the act
mobbying as the mobber’s supporters.
Phase III: the victim starts realising that the situation in the company is changing.
Interpersonal relationships are disturbed. Apart from his/her close relatives, people turn their back on
the victim who is no longer treated as an equal partner in professional issues and is being eliminated
from the professional circles. The victim becomes less efficient at work, and due to the psychic
tension, his/her work becomes less efficient. The harassment goes on, though more people are now
involved. Gossip, slander, condescending smiles are now the reality. The victim starts suffering from
psychosomatic ailments, the stress is at a very high level and enables the victim to focus on work and
be efficient. At this level, unsatisfactory results at work start concerning the management who begin
to reprimand the victimised employee. Ultimately, reprimanding and rebuking become the order of
8
'Informational and workshop guide for mobbing, discrimination and sexual harassment'