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While sexual harassment is a form of workplace harassment, the United States Department of Labor defines workplace harassment as being more than just sexual harassment. [10] "It may entail quid pro quo harassment, which occurs in cases in which employment decisions or treatment are based on submission to or rejection of unwelcome conduct ...
Secondary bullying – the pressure of having to deal with a serial bully causes the general behaviour to decline and sink to the lowest level. Pair bullying – this takes place with two people, one active and verbal, the other often watching and listening. Gang bullying or group bullying – is a serial bully with colleagues. Gangs can occur ...
This type of bullying may be the result of the projection of the bully's own feelings of inadequacy onto the victim. [ 12 ] There can be cases where an employee is set up to fail because the stated goals of the task are considered harmful to the organization; an internal investigation is one example.
Common examples of workplace aggression include gossiping, bullying, intimidation, sabotage, sexual harassment, and physical violence. [5] These behaviors can have serious consequences, including reduced productivity, increased stress, and decreased morale. Workplace aggression can be classified as either active or passive.
For example, if an employee reported safety violations at work, was injured, attempted to join a union, or reported regulatory violations by management, and management's response was to harass and pressure the employee to quit. Employers have tried to force employees to quit by imposing unwarranted discipline, reducing hours, cutting wages, or ...
The Law defines bullying as any repeated aggression or harassment that occurs in or outside the educational institution, by one student or a group towards another, causing mistreatment, humiliation, or fear. Bullying may be perpetrated in person or through any means, including cyber-bullying.