1

Workplace Harassment

Submitted by: OSAMA HASEEB

SAAD
NABEEL AHMED

Class: BBA (5)

Course title: “Social and Psychological Development”
Submitted to: Ms. FIZZAH
 2

Table of Contents
S. No. Topic Page No.
1. Introduction 3
2. Pakistani context 3
3. Real Problems 4
4. Social Issues Associated with Workplace 4
Harassment in Pakistan
5. Psychological Issues Associated with 5
Workplace Harassment
6. Solutions and Improvements 6
7. References 7
 3

WORKPLACE HARASMENT
1. Introduction
Definition

Workplace Harassment, also referred to as “workplace mistreatment”, or

“workplace bullying”, occurs when a person is harassed by another employee based on
his or her race, religion, sex, origin, age, or sexual orientation.

It not only caters the sexual part but also the psychological abuse, an employee goes
through his or her daily work routine, often referred to as emotional abuse.
Psychological abuse includes both mental and emotional aspects of harassment. If an
employee is scared and confused around his or her colleagues, or doubt himself while
talking with them, he or she may be experiencing emotional abuse.

Mental harassment in the workplace might look like isolating or denying the
victim’s presence, opposing or challenging everything the individual says. Victims of
mental harassment often feel put down and belittled on a personal level, a professional
level or both. The damage creates a domain effect, impacting their physical health,
social life and work life.

2. Pakistani context
In depth studies regarding workplace bullying and its detrimental effects on
those exposed as well as for the organizations have been conducted in several countries
across the globe. But not much work has been done in this domain in Pakistan.

Pakistan, having significant value in the subcontinent, is still bounded by its strong
culture which it has inherited from the early times. Therefore, the issue of bullying in
workplace is still not addressed on a broad spectrum and is more or less treated as a
taboo. Bullying has been recognized as a form of psychological abuse which is being
faced by many employees in various organizations in Pakistan.

This report aims to explore the construct of mental and emotional harassment in the
workplace. It also highlights how this phenomenon constitutes the very discreet and
subtle acts with negative consequences for the organizations as well as the victims.

When employees are mistreated, they may respond by quitting

that workplace. It has also been observed that mistreatment can cause un-employability
in the society on one hand while it is also approved by researchers that organizational
 4

mistreatment in the form of bullying usually goes unidentified. Therefore, this report
expands the bullying phenomenon by firstly adding that the bullying does exist in the
workplaces of Pakistan and has the potential to cause the employees to quit.

3. Real Problems
Workplace harassment has many negative consequences for the organizations at large,
which usually remain undetected. There are many problems related to this sensitive
issue.

 These problems are evident in the form of dissatisfied and low morale
employees, which leads to a reduction in their productivity.
 Organizations are entrusted with the responsibility of providing a healthy and
safer environment to the employees working there. Therefore, the presence of
fearful environment due to harassment is directly related to harming the
potential of the people working there.
 Employees quitting or leaving their jobs due to facing or witnessing harassment
in their workplace means increased costs for that organization in the form of
recruitment, new hiring and training expenditures. The goodwill and reputation
of that institution becomes also at stake.
 Harassment acts are complex in nature because they refer to almost in-visible
and non-physical form of violence which can be overt or covert and has the
potential to cause mild to severe harm. Irrespective of the manner these
behaviors are conducted, such acts are done recurrently to inflict harm upon the
person they are directed at.
 As harassment is a malicious act, the victims that are subjected to such acts
have to face harmful consequences. These negative and harmful effects include
physical disorders, emotional problems and psychological injuries like low
self-esteem, acts of aggression, fear, mistrust, isolation, job dissatisfaction, job
stress, intention to quit, stress, mood swings, loss of sleep, feelings of shame,
embarrassment, and guilt and depression.
 The physical disorders faced by the victims include stress headaches, high
blood pressure, digestive problems, increased risk of cardiovascular illness and
impaired immune system.
 In addition to harassment occurring in the workplace, harassment can also
take place during a job interview. During an interview, employers should not
ask about your race, gender, religion, marital status, age, disabilities, ethnic
background, country of origin, or sexual preferences. These are
discriminatory questions because they are not relevant to your abilities, skills,
and qualifications to do the job.
 Sexual harassment can cause problems in a workplace. It can deprive and be
emotional stressful for the employee reporting sexual harassment. Sexual
harassment has shown to affect a person’s physical conditions and ability to
function in an environment where he or she is uncomfortable. The majority of
sexual harassment reports are from women than from men. Women are afraid
 5

that if they report sexual harassment, they could lose their jobs. There are ways
you can identify and reduce the risks of sexual harassment. Sexual harassment
is not only happening with the opposite sex but also with the same sex.

Social Issues Associated in Pakistan with Workplace Harassment

Harassment and victimization among different workers were studied in a sample of 500
different industrial workers, supervisors and managers within a different type of
industry in Pakistan. The results indicated that aggression and harassment are
significant problems in this organizational setting. On a weekly basis, 7% of men are
reported being subjected to at least one of the following behaviors from coworkers or
supervisors: ridicule and insulting teasing, verbal abuse, rumors and gossips spread
about them offending remarks, recurring reminders on blunders, hostility or silence
when entering a conversation, or the devaluing of one's effort and work. Women are
also being accountable for these reasons and another reason why most of women get
harassed is the factor that some colleagues don’t want to work under woman and they
try to degrade their work because this will make them irritated and frustrated.

Another reason is some employees take credit of others hard work and defame
reputation of these employees and deceive and manipulate them for their own means.
As many as 22% reported being subjected to one or more of these acts at least monthly.
Although such acts and conducts are common and experienced by most organization
members but victims don’t tell the whole story because of the getting fired from the job
fear. Significant correlations were found between exposure to harassment and both job
dissatisfaction and psychological health and well-being. Aggression and violence are
serious problems in human interaction and have thus been extensively studied.
However, within organizations and working-life these problems have not got the much-
needed attention. Because these problems are not main streamed or no one talks about
these issues openly, workplace harassment is increasing in our country day by day.
Therefore, it has been strongly advocated that violence and aggression in the workplace
are areas in need of more research and attention and they need to be taken more
seriously and we want to get them out from our lives.

PSYCHOLOGICAL ISSUES ASSOCIATED WITH WORKPLACE

HARASSMENT
According to a recent survey, “Bullying at work means harassing, offending, socially
excluding someone, or negatively affecting someone’s work tasks." It is a gradual
process in which an individual is subjected to indirect and subtle forms of psychological
violence (also referred to as negative acts). The negative behaviors are repeated in a
systematic way (e.g., on a weekly or daily basis) and over a prolonged period of time
(e.g., at least 6 months). An individual exposed to bullying behaviors may end up
leaving the organization and/or suffering severe psychological trauma.
 6

A considerable number of studies have focused their attention on the mental and
physical health consequences of workplace bullying. Empirical investigations in a wide
variety of research provide data that point to the negative consequences of bullying.
Results of a study in the Pakistan demonstrated that mistreated workers presented
poorer self-evaluations on their health status and a perceived workplace mistreatment
was related to a 42% increase in the expected number of days of absence from work. A
study among various employees demonstrated that bullied workers reported lower
levels of job satisfaction, higher levels of job-induced stress and higher anxiety and
depression scores. Another study also showed that employees reporting weekly
bullying experienced more health problems, poorer well-being, and were more
frequently absent from work. Among working employees in various parts of our
country, exposure to workplace bullying was linked to physical symptoms, negative
effect, and intentions to leave their job.
In addition, workplace bullying is one of the major factors that increases costs for
organizations (especially in a small or medium business, among young and older
workers, disabled workers, particular industry sectors, poor work organization, etc.).

Solutions and Improvements

Write a policy that describes different forms of harassment and, if possible, provide
scenarios to further explain what happens when unwelcome conduct becomes
harassment. Many employers purchase videos that depict workplace harassment;
however, you can construct a policy statement that conveys the same message contained
in a training film. If you decide to use a training film, ask for sample videos that are up-
to-date and relevant to your business or industry.

Make sure employees know:

Who to talk to if they believe they are being harassed or bullied? Specific procedures
for reporting an incident when the alleged harasser or bully is a senior leader, supervisor
or someone acting on behalf of the employer. That, if the organization chooses, the
process allows for the use of a personal advocate. People experiencing mental health
issues often don't have the stamina to engage in this process on their own. How to
initiate a complaint, either formally or informally? How they will be protected?

Initiate steps to prevent or minimize workplace bullying and harassment by

developing a culture of support for employees focused on:
Resolving workplace issues. Improving the quality of performance feedback. Ensuring
that all employees are treated fairly and reasonably. Communicating openly at all
 7

levels. Increasing management accountability by setting goals. Ensuring effective

reporting structures. Seeking assistance from outside resources where necessary.

Take initiative: victims of bullying and harassment need to take imitative of their own
and fight for their rights in the organization. This will not only motivate other
employees but will also open the door for dialogue on this serious issue and the must
needed steps will be taken in this regard.

References:
http://bereview.pk/index.php/BER/article/view/85/70

https://www.frontiersin.org/articles/10.3389/fpsyg.2016.00060/full

https://search.proquest.com/openview/2524610970c006f899f99ec744815c01/1?pq-
origsite=gscholar&cbl=45619

https://www.workplacestrategiesformentalhealth.com/psychological-health-and-
safety/harassment-and-bullying-prevention