Is financial gain the primary driver for workplace bullying?

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Financial Gain is the Primary Driver for Workplace Bullying

Financial gain is the primary driver for the persistence of workplace bullying, as aggressive behaviours are often rewarded when they contribute to profits and achieve key performance indicators. This reality means that revenue is frequently prioritised over the mental well-being of employees, perpetuating a cycle where mistreatment is tacitly or explicitly condoned by senior management.
Intimidation Directly Linked to Profitability

The core reason behind persistent workplace bullying lies in its perceived profitability. When aggressive tactics, such as gaslighting, shouting, or threats, are effective in "getting things done" and improving an individual's key performance indicators (KPIs), such behaviour is implicitly rewarded. This direct correlation between aggressive actions and financial results incentivises managers to continue these practices, as they demonstrably contribute to the company's bottom line.
Senior Management Condoning Bullying for Financial Benefit

Human resources departments often refrain from investigating or disciplining certain corporate bullies because they have been instructed to stand down by higher management. This directive typically stems from the fact that the individuals engaging in bullying behaviours have generated significant revenue for the company. Consequently, the financial contributions of these bullies often outweigh the concerns regarding their conduct, leading to a deliberate choice by leadership to overlook or minimise instances of harassment.
Revenue Prioritised Over Employee Mental Health

The prevailing culture in many organisations demonstrates a clear prioritisation of revenue generation over the mental health of employees. While many companies publicly condemn workplace bullying and affirm the importance of respect and care, the underlying incentive structure often contradicts these statements. The author suggests that instances where bullies are suspended or fired are rare and usually occur only when there are no significant financial repercussions for the company or when negative publicity becomes too detrimental to ignore.
Legal Reforms Address Bullying as Criminal Offence

In Malaysia, legislative changes have begun to address severe psychological abuse and harassment as criminal offences, aiming to elevate these issues beyond internal HR matters. Amendments to the Penal Code and Criminal Procedure Code, enacted in July of the previous year, criminalised workplace bullying and harassment. This legal reform represents a significant step in potentially deterring such behaviour by introducing criminal consequences, although the effectiveness of enforcement remains a critical factor.

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Is financial gain the primary driver for workplace bullying?

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