Bullied: Exploring the concepts of territorialism and groupthink involvement in workplace bullying

Abstract

Aims

To educate nurse managers on territorialism and groupthink as being factors within workplace bullying among nurses within the clinical and academic settings that can psychologically and physically harm affected persons.

Design

Territorialism and groupthink are explored as being factors within workplace bullying used by a bully or bullies to target others for personal gain and power. Workplace bullying has become habitual practice in nursing and nursing academia. Workplace bullying is identified not only as unethical behaviour but also as a dangerous practice that can lead to depression, anxiety, stress, and posttraumatic distress syndrome. Persons affected are subjected to emotional abuse that can lead to isolation, low self‐esteem, and self‐doubt.

Methods

Methods by which persons in the workplace can identify bullying that involves territorialism and groupthink are examined. Nurse managers are identified as being instrumental in the identification of workplace bullying involving territorialism and groupthink, and in working with the affected person(s) and bully or bullies to seek mediation through a human resource representative. For nursing managers, it is imperative that workplace bullying is immediately addressed. Workplace bullying creates a hostile and intimidating working environment that affects the physical and mental health of affected persons.

Results

Early identification and resolution of workplace bullying could alleviate the development of physiological and psychological health problems by affected persons. After workplace bullying has been reported, the affected persons should focus on the healing of mind, spirit, and body. New circumstances (e.g., a new place of employment or a promotion) may trigger feelings of anger, intimidation or fear; therefore, it' is important for persons who have experienced bullying in the workplace to understand the abusive environment itself was not directly associated with any wrongdoing by them.

No Patient or Public Contribution

Workplace bullying is disruptive to the workplace and affects productivity, absenteeism from work and turnover intentions. Persons impacted by territorialism and groupthink within the context of workplace bullying can develop psychological and physiological health problems.

1. INTRODUCTION

Workplace bullying within the healthcare sector is well documented. According to the Joint Commission, the national accrediting organization for healthcare facilities within the United States, “Civility is a system value that improves safety in healthcare settings” (Joint Commission, 2021). The United States Department of Labor Occupational Safety and Health Administration defines workplace violence as, “…any act or threat of physical violence, harassment, intimidation, or threatening disruptive behavior that occurs at the worksite” (United States Department of Labor, 2022).

1.1. Concepts of territorialism and groupthink

Concepts of territorialism and groupthink are ideological approaches used by workplace bullies to gain control of others. Workplace bullies often attempt to target persons whom they perceive as a professional threat or identify as a target because of perceived personal weakness (e.g., the quiet worker who tends to be focused on the completion of their work only in the workplace). For nurse managers and employers, understanding territorialism and groupthink as behaviours within the workplace that are not conducive to collegiality, can bring clarity to the identification of unhealthy workplace bullying situations. When situations are recognized as bullying, advocacy for affected nurses and disciplinary action against nurses who bully can then occur.

Territorialism and groupthink as factors in workplace bullying which can be precipitants to group‐based bullying that randomly targets co‐workers or subordinates will be conceptually examined. The targeted party is not expecting the act of bullying and hence is surprised and without defence against the attack. The motive of group‐based bullies is to assume power, undermind others for self‐gratification, and attempt to belittle or subjugate the affected party (or parties) to humiliation and shame, often resorting to lying in order to maintain their self‐perceived power (Islam & Chaudhary, 2022; Thompson et al., 2020).

Territorialism and groupthink are used by a bully or bullies to target others in the workplace for personal gain and power. Workplace bullying has become habitual in nursing practice and nursing academia (Green, 2019a). Workplace bullying is identified not only as unethical behaviour but can also be established as a dangerous practice that can lead to depression, anxiety, stress, and posttraumatic distress syndrome. The affected person(s) is subjected to emotional abuse that promotes isolation, low self‐esteem, and self‐doubt (Shorey & Wong, 2021; Telloian, 2022).

Workplace bullying by colleagues or leadership creates a harmful and health‐threatening environment that negatively affects the physical and mental health of the individual (s) targeted (Chaudhary & Islam, 2022; Green, 2019a). Workplace absenteeism is a complication of workplace bullying related to stress levels affecting the health and well‐being of the victim. Incivility in the workplace promotes loss of valuable employees and compromises employers' recruitment and retaining of qualified candidates. Hence, workplace bullying can be very costly for employers (Green, 2019a).

2. BACKGROUND

2.1. Territorialism

Territorialism is exhibited in the workplace by a person or persons whom hold a formal or nonformal leadership position (Green, 2019b). The formal leader will hold an actual position such as a manager, director, or administrator. While the informal leader may be a person or persons who have historically, been an employee for several years and is either feared or admonished by their fellow colleagues. The informal leader holds the knowledge of the history of the organization and is familiar with how to manoeuvre within the workplace to bring about positive and negative responses (e.g., starts rumours, resorts to distortions of the truth).

Within territorialism, there emerges within the workplace, a toxic culture whereby the bully or bullies will undermine those around them to protect their status in their organization. Territorial types are apprehensive of losing control and fearful of not being able to successfully maintain their own position (Axelsson & Axelsson, 2009; Ayoko et al., 2009) within the workplace.

2.2. Groupthink

A phenomenon whereby when a group of people no longer express their opinions or thoughts as individuals, but agree with the stated beliefs of the group itself, is referred to as groupthink. One of the concerns with groupthink is the similarity of thoughts and beliefs of group members (Bang & Frith, 2017). The shared thoughts and beliefs of the group, can prevent them from hearing the individual opinions of others both inside and outside of their group consensus. Hence, the danger of groupthink is the inevitable bias that can contribute to both divisive and undermining conduct directed at others (Akhmad et al., 2021; Bang & Frith, 2017). Group think promotes isolation of the targeted person in the work environment, consequently fostering a lack of support from work colleagues, exclusion from job‐related trainings and updates from leadership and/or colleagues. The latter imposes hardship on the targeted individual in performing their job.

3. EVALUATION

3.1. The harm of territorialism and groupthink in organizations

Groupthink and territorialism can be depicted as an authoritarian habitude behaviour in the workplace. In nursing and health care, groupthink can be utilized in the establishment of authority over newcomers to the workplace environment. Groupthink and territorialism used to set guidelines on practice and established seniority allow for unhealthy and destructive behaviours by persons such as co‐workers, managers and persons in other leadership positions to create workplace environments whereby bullying and incivility become the norm (Shorey & Wong, 2021). Hence, employee turnover intentions occur more because newer employees feel unsupported or are fearful of reporting the unhealthy behaviours they witness.

Unfortunately, this creates an uncivil working environment where affected persons can feel isolated, with limited or no voice over their practice, thus leading to potential compromised patient care (Baek & Trinkoff, 2022; Shorey & Wong, 2021). Moreover, groupthink promotes unawareness of current healthcare practice that deviates from today's health care needs in an already challenged industry (Carlson, n.d.) and places patients at risk for harm by unintentional medical error(s) (American Nurses Association, 2015). Groupthink in the workplace forces targeted persons to abide by set guidelines that can be unethical, dangerous or outdated. Groupthink can also affect senior staff when the group feels threatened by the success of others.

Territorialism prevents creativity and innovation in the workplace by suppressing ideas of others. This behaviour harms the organization as a whole from moving to new and innovative practice. Persons who exhibit territorialism in the workplace are more likely to bully or attempt to steal the ideas of others and present them as their own.

4. KEY ISSUES

4.1. A hypothetical case study

This is a hypothetical case study and is meant to serve as an example of the use of territorialism and groupthink within the workplace.

Workplace Scenario: Daniel is a 26‐year‐old male who has been a nurse for 5 years. Daniel works on a busy medical‐surgical unit that receives an overflow of patients from the telemetry unit. He is highly motivated and a team player.

For the past 3 weeks, Sarah, a nurse of 17 years on the Medical‐Surgical Unit, has been observed by nursing staff to repeatedly criticize Daniel's work openly in front of his peers. Daniel has attempted twice to meet with Sarah to discuss her interactions with him on the unit and open criticism of his work but to no avail. Sarah becomes defensive and blames Daniel, taking no responsibility for her own behaviours. Daniel's co‐workers have taken notice of Daniel's maltreatment in the workplace and reported what they observed to their nurse manager.

Daniel received a phone call from his nurse manager and a human resources representative who requests to interview him about what his co‐workers have observed in the workplace. Daniel is nervous. He never expected any of this to happen. He wonders what he could have done to make Sarah treat him in such a disrespectful manner.

Daniel's appetite has decreased. He has had an unintentional weight loss of five pounds. Daniel has difficulty concentrating and is sleeping four to 5 h (hours) a night, perseverating on the incidences of maltreatment at work.

4.2. Bullied

Daniel was bullied. After a person recognizes that they have been bullied, they may perseverate on how and why the bullying occurred. Sometimes, the affected person(s) may even blame themselves.

Sarah, Daniel's co‐worker, was territorial. She did not feel comfortable with Daniel's knowledge and success within the workplace. As a result, Sarah attempted to use groupthink via openly criticizing Daniel in the presence of his co‐workers, in hopes that they would join her in identifying Daniel as a threat to the culture of the workplace. Fortunately, Daniel's co‐workers made the decision not to enter into groupthink with Sarah and bully Daniel. The co‐workers instead, made the decision to advocate for Daniel.

4.3. Organizational acknowledgement of the problem

Organizational acknowledgement of the maltreatment that Daniel sustained from his co‐worker Sarah was an unnecessary disruption to Daniel's life. Daniel had already begun to experience the physiological and psychological effects of his co‐worker's bullying as evidence of his insomnia, changes in appetite, and decrease ability to concentrate. The human resources representative and nurse manager reached out to Daniel and wanted to meet with him based on the reports of his colleagues. With organizational acknowledgement, an investigation can be implemented to examine how, by whom, and why Daniel was maltreated in the workplace. Harassment in the workplace has been related as the source of work‐related injury in addition to psychological stressors (Teo et al., 2021).

Workplace harassment is a very serious issue. The United States (U.S.) Equal Employment Opportunity Commission (n.d) describes harassment as: “Harassment is a form of employment discrimination that violates Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, (ADEA), and the Americans with Disabilities Act of 1990, (ADA)” (para 1). When the actions of the abuser are oppressive by creating a threatening and aggressive environment, the conduct becomes unlawful (EEOC, n.d.). Moreover, retaliation is impermissible by the Anti‐Discrimination law when an employee files a complaint (EEOC, n.d.). Organizations should have policies and guidelines to train their employees and nursing leadership on workplace bullying. In the profession of nursing, maintaining a zero tolerance for workplace bullying and uncivil conduct is the recommendation by the American Nurses Association, the professional organization for nurses (ANA, 2015). A formal grievance process should be established to assist employers when a complaint is made (EEOC, n.d.). Early reporting is recommended by persons impacted so as to stop the abuse. Affected persons can also request to meet with the aggressor one‐on‐one to address their unprofessional conduct, or seek mediation with a representative from Human Resources. Review of the complaint of the harassment allegations with formal investigation should be conducted by Human Resources. For organizations with a union, a representative from the affected nurse's union may be contacted, or when applicable, a diversity, equity, and inclusion (e.g., cases involving age, gender, sex, pregnancy, or race discrimination) representative may also be involved in the investigation.

5. CONCLUSIONS

5.1. Steps towards healing

After workplace bullying has been reported, the affected person should focus on healing of mind, body, and spirit. Workplace bullying can be difficult to overcome; it may take some time before the individual (s) can heal from the emotional distress. However, new situations (e.g., a new place of employment or a promotion) may trigger feelings of anger, intimidation or fear; it is important for individuals who have experienced bullying in the workplace to understand the abusive environment was not associated with any of their wrong‐doing (Gordon, 2020; Jang et al., 2022; Peng et al., 2022). Professional counselling or sharing the events of bullying with someone (e.g., a friend, colleague, or clergy) who will keep the information disclosed confidential, can promote healing. Moving forward, affected persons can become stronger and wiser in their ability to self‐care and advocate for themselves and others. The latter allows affected persons to concentrate on career goals and personal accomplishments (Gordon, 2020; Green, 2019a, 2019b; Peng et al., 2022; Shorey & Wong, 2021) unfettered.

Gordon (2020) recommends that physical and mental healing be given a priority by persons affected by workplace bullying. Gordon (2020) suggests that affected persons seek a therapist or counsellor to understand how to let go of the negative feelings and move forward. Affected persons should seek information on workplace bullying to help find closure, and being able cope with workplace bullying if exposed to a similar situation in the future. Consider a new position or career change to move forward and leave the workplace bullying ordeal in the past; start a new hobby, and reawaken your individuality as a creative and innovator (Gordon, 2020; Green, 2019a; Jang et al., 2022).

5.2. Implications for nurse management

For nursing managers, it is imperative that workplace bullying is immediately addressed. Workplace bullying creates a hostile and intimidating working environment that affects the physical and mental health of affected persons. The affected persons are not expecting the hostile working environment and are targeted by an individual or group of people who wish to maintain dominance and recognition.

Nurse managers, in intervening with their nursing staff within clinical practice and academia, must examine how the workplace is being impacted by employees exhibiting territorialism and groupthink towards others. Territorialism and groupthink both can be used by bullies to attempt to gain control over others by preventing their personal growth within their workplace role(s). These actions and behaviours are perpetrated by the bullies or bully to maintain their perceived status or power within the workplace.

Nurse managers must ensure that affected persons can comfortability reach out to nursing leadership, human resources, consult with a diversity, equity, and inclusion representative, or directly confront the bully or bullies to stop the cycle (e.g., use of a mediator such as a nurse manager or human resources representative is recommended). Confidentiality should be maintained around the reporting of incidences by affected person(s). Additionally, once workplace bullying is identified, it is imperative that nurse leadership implements training for nurses, management, and unit‐based team leadership, on workplace bullying prevention, and establish a formal grievance process when a complaint is made. Moreover, each complaint should be reviewed for unlawful behaviour (EEOC, n.d.).

In supporting healthy work environments, nursing management should understand the physiological and psychological impact of workplace bullying on affected persons. Bullying places affected persons at risk for physical and mental health problems. Persons affected by bullying should be referred to the Employee Assistance Program (EAP) for counselling, or seek a counsellor or therapist in the community to heal mentally and physically from the ordeal. It is also important that affected nurses are also seen by a medical provider to avoid the emergence of physical illness (Green, 2019a, 2019b; Peng et al., 2022).

AUTHOR CONTRIBUTIONS

Both authors contributed equally to the writing of this manuscript.

FUNDING INFORMATION

No funding was required in the completion of this manuscript.

CONFLICT OF INTEREST STATEMENT

There are no known or identified conflict of interest by the authors.

ETHICAL APPROVAL

Ethical approval was not indicated for this manuscript, this is not a research paper involving human subjects.

Green, C. , & Dimino Luong, A. (2023). Bullied: Exploring the concepts of territorialism and groupthink involvement in workplace bullying. Nursing Open, 10, 6777–6781. 10.1002/nop2.1938

DATA AVAILABILITY STATEMENT

All data was derived from publicly accessible resources such as libraries and websites from professional organizations and the United States government.