How does the pursuit of profit enable workplace bullying to continue?

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Profitability Fuels the Persistence of Workplace Bullying

Workplace bullying continues to thrive because intimidation tactics are frequently rewarded when they demonstrably boost profits and achieve desired business outcomes. This direct correlation between aggressive behaviour and financial gain creates an environment where certain leaders resort to abusive practices, such as gaslighting, shouting, and issuing threats, as these methods are perceived to effectively drive performance and meet Key Performance Indicator (KPI) targets. Consequently, Human Resources departments may be instructed by senior management to refrain from investigating or disciplining individuals who generate substantial revenue, effectively shielding them from accountability unless their departure poses significant disadvantages or the company's reputation suffers severe damage.
Bullying as a Profit-Generating Strategy

The underlying rationale for the persistence of corporate bullying is its perceived profitability. Leaders who engage in aggressive tactics often do so because these behaviours are seen as instrumental in achieving company objectives and enhancing their own performance metrics. For instance, a director's insistence on altering student marks to prevent fee collection loss, as described in an anecdote, highlights how financial considerations can motivate unreasonable demands and subsequent outbursts when these demands are not met. This dynamic suggests that the drive for profit can override ethical considerations and employee well-being.
The Role of Senior Management and HR in Enabling Bullying

Senior management and HR departments play a critical role in either perpetuating or mitigating workplace bullying. In many instances, HR is directed to "stand down" from investigating or disciplining bullies, particularly when those individuals are major revenue generators for the company. This directive from upper management effectively grants impunity to abusive behaviour, as the financial contributions of the bully are prioritised over the welfare of their subordinates. Such inaction by HR, influenced by executive pressure, allows bullying to continue unchecked.
Legal Reforms Aim to Address Workplace Abuse

Malaysia has taken legislative steps to combat workplace bullying and harassment by amending its Penal Code and Criminal Procedure Code. These legal reforms, enacted in July of the previous year, elevate severe psychological abuse and digital harassment to the status of criminal offences. This move signifies a shift from treating such issues solely as internal human resources matters to recognising them as criminal acts, potentially providing a stronger recourse for victims and a deterrent against perpetrators.
The Challenge of Overcoming Authoritarian Practices

Ultimately, the eradication of corporate bullying requires a fundamental shift in leadership philosophy, starting from the top. The question of whether revenue generation should take precedence over the mental health of employees remains a critical ethical dilemma. The article suggests that alternative approaches, such as patience, respect, cooperation, and dialogue, could replace authoritarian and abrasive management styles. The courage of Chief Human Resource Officers (CHROs) to address bullying cases, even when faced with pressure from C-suite executives who deem a bully "critical to the organisation," will be a key factor in fostering healthier work environments.

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How does the pursuit of profit enable workplace bullying to continue?

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