Cyberbullying seems to know no
boundaries. Stories of cyberbullies tend to focus on students; however,
recently cyberbullying has reared its ugly head in one of the most unexpected
places—the NFL.
Jonathan Martin of the Miami Dolphins recently opted to quit the team mid-season. What
caused Martin--a 24-year-old, six-foot-five, 312-pound offensive lineman--to
walk away from a prestigious well-paying position?
The answer is bullying.
During Martin’s 18 months with the
Dolphins, he claims that he was bullied and harassed by fellow teammate Richie Incognito.
Martin alleges that Incognito regularly sent disturbing texts and voicemail
messages to Martin containing racial slurs, threats of physical violence, and
even death threats. Incognito and other veteran players on the Dolphins allegedly
pressured younger players, such as Martin, into paying for expensive meals,
binges at strip clubs, and extravagant trips—a system they referred to as a
“virgin tax.” A team culture emerged where older players were able to intimidate,
control, and extort younger players. Younger players simply endured the harassment. After all, once they paid the virgin
tax, they could subject younger players to the same treatment.
Like Martin, many college students experience
similar forms of harassment from bullies both on campus and online. Recently a
study conducted by researchers at Indiana State University found that 15
percent of the college students surveyed were bullied and 22 percent reported
being cyberbullied. The prevalence of bullying occurring online has caused colleges
and universities to focus greater attention to online civility.
Bullying involves the intentional
systematic pattern of intimidation and harassment by one person designed to
humiliate, frighten, or isolate another. Cyberbullies leverages electronic
communication, such as texts, instant messages, and social media, to harass targets. The psychological impact of
cyberbullying can be overwhelming. People who are subjected to cyberbullying
may suffer from depression, decreased self-worth, hopelessness, and loneliness,
which are often precursors to suicidal ideations.
Colleges
and universities can play an important role in combating bullying both on
campus and online. Anti-bullying and harassment policies are a good start. They
establish a baseline standard that bullying is not an acceptable behavior on
campus.
Another strategy used by
institutions of higher education is social norming campaigns. These campaigns
involve a campus-wide promotion and advancement of shared community
values—values such as mutual dignity and respect for diverse people. These shared
community values are then reinforced and infused in campus literature, orientations,
and curriculum. Social norming programs look to establish
a welcoming campus culture that encourages students to embrace common community values rather
than simply regulate conduct.
Students may not appreciate the
harmful effect cyberbullying has on other people. Incognito probably
did not take his texts and voicemail messages seriously. Perhaps he thought it
was all just a joke. Bullying, however, is no joking matter. Students must
understand that bullying can be devastating to a target, even targets who are
NFL players.
Kent M. Weeks
I continue to receive an increasing
number of inquiries about the subject of bullying as it relates to campus
civility. In December, I wrote about student bullying. However, bullying is not
limited to students. Bullying can also affect the workplace, creating a toxic
work environment that is apathetic, ineffective, and dysfunctional. College and
university employers are no exception.
Workplace
bullying involves deliberate, repeated, and hurtful acts that take place at
work or in the course of employment. Bullying is distinguished from isolated
acts of incivility in that bullying is intentional, systematic, and persists
over time. The harassment occurs repeatedly and regularly (at least once a
week) over a period of time (at least six months).
Common examples of workplace bullying include
verbal abuse, threatening and intimidating conduct, constant criticism,
undermining of work performance, exclusion, marginalization, spreading rumors, overloading
with work, and taunting. This conduct is characterized by unfair and
unwarranted treatment.
The goal of the bully is to use negative
social pressure to humiliate, undermine, or demean the target. The deliberate
and continuous pattern of abuse can cause severe psychological damage to the
victim. In fact, the American Psychological Association recently reported that the
psychological impact of dealing with workplace bullying may be more harmful
than sexual harassment.
There have been a number of studies that
show that failing to address bullying
in the workplace may have a significant financial impact on the employer. For
example, a workplace that is ravished by bullying is less productive. Robert Sutton, management professor at Stanford University, estimates that
productivity declines as much as 40 percent in workplaces dominated by bullies.
Employees who are bullied have higher rates of absenteeism, are more distracted
at work, and exhibit lower levels of morale and engagement.
Another significant expense associated
with workplace bullying is turnover related costs. A report released by No Workplace Bullies suggests that up to 30 percent of bullied employees, and up
to 20 percent of employees who witness bullying, will resign when bullying
persists. Turnover related costs, which often include recruitment, training,
severance pay, and lost productivity, can be 50 percent or more of the exiting
employee’s annual salary. Accordingly, replacing just one employee as a result
of bullying could cost the employer thousands of dollars.
Lost
productivity and turnover related costs are not the only expenses. If bullying
persists, employers could face unnecessary legal expenses in addressing
employee conflict, lawsuits, and workers compensation claims. For example, the
University of Virginia is currently defending a lawsuit seeking more than $10
million in damages. The lawsuit alleges the university negligently
failing to address claims of bullying which resulted in an employee suicide.
Bullying is a serious problem for
employers. It can create an uncivil environment that reduces productivity,
morale, and engagement and can drive some of the most talented employees out
the door. These repercussions can take a significant financial toll on an
organization. Accordingly, employers should take meaningful steps to promote a
more respectful working environment and a culture of civility. When employees
are afforded a safe and bully-free workplace, they will likely be more
productive, innovative, and engaged. A culture of civility does not mean that
colleagues will always agree, but rather differences will be vetted
respectfully and without malicious personal attacks, threats, or verbal harassment.
Kent M. Weeks
For many the subject of bullying conjures up images of harmless childhood pranks occurring on the playground. However, bullying is no longer limited to just the playground banter. It has become a significant problem in high schools, colleges, and even in the work place.
Bullying made national headlines in the context of higher education in 2010 when Tyler Clementi, a freshman at Rutgers University, committed suicide just three days after learning that his roommate had used a webcam to spy on him while kissing another man in his room. Clementi’s suicide has caused many colleges and universities to reconsider how to address bullying on campus. While the prevalence of bullying in higher education is just beginning to be assessed, a 2011 study conducted by researchers at Indiana State University found that approximately 15 percent of the college students surveyed reported being bullied and 22 percent reported being cyberbullied.
Bullying involves the systematic and persistent aggression or unwelcome pattern of intimidation and harassment by one person intentionally designed to humiliate, frighten, or isolate another. Victims are repeatedly exposed to negative actions, which may be physical (i.e., pushing, shoving, or stealing), verbal (i.e., spreading rumors, teasing, or taunting), or emotional (i.e., shunning, humiliating, or excluding). Unlike traditional forms of bullying, cyberbullying has the potential to remain in the digital domain indefinitely. Through the Internet, the bully could potentially expose the victim to international embarrassment, which can have damaging effects on the victim’s personal, social, and professional lives. Ultimately, the bully’s goal is to control and intimidate victims.
The effects of bullying on victims can be profoundly destructive. Victims may suffer loss of concentration, anxiety, and insomnia. These conditions may impair the victim’s academic performance and mental health. Victims may also suffer depression, decreased self-worth, hopelessness, and loneliness, which are often precursors to suicidal ideations. Bullying may also create an environment that is ripe for violence. A 2002 study conducted by the Secret Service found that 71 percent of students involved in school shootings had “felt persecuted, bullied, threatened, attacked or injured by others prior to the incident.” The correlation between bullying and victim violence is difficult to measure, but it appears that bullying may be a contributing factor.
Perhaps the best approach to addressing bullying is to focus on cultural changes on campus. Implementing programs, courses, and activities that promote a positive and inclusive community tend to go a long way toward fostering an environment of tolerance and mutual respect. College and universities might also use social norming to emphasize that the overwhelming majority of students believe bullying is reprehensible and not a shared community value. These types of approaches may be more effective for college students than rigid student codes. In our fast-paced, ever changing world, students may not realize how their conduct, especially online, can negatively affect others. Programs that focus on civility, mutual respect, and understanding can help new students conceptualize how their behavior can impact others and the entire community.
Kent M. Weeks
