Mobbing

Mobbing is the bullying of an individual by a group. Although mobbing may take place in any social setting, such as a school, a community, or even among one's family or friends, it most often refers to a form of bullying that occurs in the workplace. Mobbing typically involves psychological attacks on a person rather than physical violence. It tends to occur frequently over a long period and can have serious, long-lasting physical and mental effects on the targeted individual. Mobbing also has been referred to as "ganging up on someone," "psychological terror," and "harassment."

Mobbing Process

Psychologist Heinz Leymann first researched and described mobbing in the early 1980s, but mobbing behaviors date back much further in history. According to Leymann, the mobbing process tends to follow a pattern.

First, an initial conflict between the target and another individual or group arises. As this conflict persists unresolved, mobbing activities begin to take root. Mobbing relies on a number of activities that cause the target to experience mental and emotional stress. The ultimate goal of these behaviors is to force the target from the workplace. Although the target may try to resolve the conflict or address the mobbing behaviors, efforts are usually fruitless because those involved in the mobbing already have decided to drive the individual away no matter what.

After a lengthy amount of time, management or human resources may step in to assess the situation. In many cases, those involved in the mobbing activities will attest that the target is the problem. As a result, management often issues punishments or sanctions against the target, even though the individual is the real victim. The target basically becomes helpless and has no way to defend against continued mobbing.

In some cases, targets may choose to leave the workplace. Those who escape the situation early experience few, if any, long-term effects. Sometimes leaving the workplace is not an option, however. Targets who endure mobbing activities for an extended period may experience a number of side effects. When they finally do leave, they may find it difficult to begin a new job. Some targets suffer so severely that they actually develop serious mental or physical disabilities that prevent them from working.

Mobbing Activities

Leymann described mobbing activities as "sophisticated behaviors." Although mobbing can escalate to include physical attacks, it usually involves continual, relentless "psychological terror" that causes mental and emotional harm and prevents targeted individuals from effectively performing their job. Mobbing activities are designed to humiliate, ostracize, and isolate the target from the rest of the workforce.

For example, those involved in mobbing activities may express unjustified criticism or spread rumors or gossip about the target. Often rumors revolve around some perceived offense committed by the target. Regardless of whether the rumor is true, it may cause others to question the individual's character.

The target may be excluded from workplace communications or meetings. Opportunities for the target to engage with others may become limited. Colleagues may be discouraged from speaking with the target. As a result, others may come to view the target as a troublemaker and try to steer clear. Those who want to defend the target may feel threatened to do so for fear of becoming targets themselves. Over time, targets may find themselves relegated to meaningless tasks. Opportunities to engage in significant work become limited, and targets become increasingly isolated.

Mobbing activities occur often (by Leymann's definition, "at least once per week") and for a long time (by Leymann's definition, "at least six months of duration"). As a result, mobbing can cause targets to experience a number of psychological, physical, and social problems.

Side Effects of Mobbing

The targets of mobbing are usually intelligent, efficient, high-performing employees. The aggressors of mobbing often are employees who feel threatened by the target. For example, they may think the target's strengths will expose their weaknesses. Targets of mobbing may show resilience at first, but as time goes on and the mobbing continues, they may be worn down and begin to experience a number of side effects.

Mobbing decreases the target's self-esteem and self-confidence. The target often is left feeling hopeless, powerless, and confused. The longer targets endure mobbing activities, the more stress they experience. Increased stress can lead to physical problems, including headaches, back aches, muscle tension, and digestive issues. Several studies have shown a link between a high-stress work environment and an increased risk of developing heart problems. Targets of mobbing may have trouble concentrating when they are at work, and as physical symptoms of stress mount, targets become more prone to absenteeism.

Mobbing also leads to psychological issues. Many targets of mobbing experience anxiety or become depressed. Some have nightmares. Others develop post-traumatic stress disorder (PTSD) or paranoia. It is not uncommon for targets to abuse alcohol or drugs as a means of escape.

How to Curb Mobbing

Experts believe that one of the main reasons mobbing occurs is because employers simply misunderstand, ignore, or tolerate it. However, employers should understand that mobbing has real costs. The Workplace Bullying Institute suggests that the financial costs of workplace bullying are more than $200 billion per year, and research has shown that mobbing increases employee stress and absenteeism and decreases performance.

One of the easiest ways employers can curb mobbing in the workplace is to create and distribute an anti-bullying policy to employees. Employers also should conduct trainings to help employees recognize the problem and understand its consequences. In addition, employers should establish a safe and secure way for employees to report incidents. Finally, employers should address complaints quickly.

Bibliography

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Leymann, Heinz. "The Content and Development of Mobbing at Work." European Journal of Work and Organizational Psychology 5.2 (1996): 165–184. Web. 4 Feb. 2015. http://www.choixdecarriere.com/pdf/6573/2010/Leymann1996.pdf

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