Research on workplace bullying has been developing and growing quite rapidly over the course of the last twenty years starting with the work of swedish psychologist Heinz Leymann. This research field is still quite young, however, and there are many important questions that need to be answered. Most Americans have not heard of the concept of workplace bullying and only vaguely understand or appreciate the dynamics of psychological aggression. Targets of workplace abuse spend a considerable amount of time trying to understand why they are being treated unfairly and are surprised when they realize that they are likely to lose their jobs. Targets have difficulty understanding what has happened until they know that the misery they have endured has a name and that they are not alone in their suffering. Once targets move past the initial shock and outrage over perceived mistreatment, they typically employ any number of strategies in their attempt to repair their situation. Strategies targets use range from saying nothing while trying to maintain a low profile to using available formal and informal complaint processes within and even outside of the organization. Whether they endure mistreatment in silence or actively seek resolution, targets are usually unsuccessful in their attempts to rectify their situations. This conclusion is supported by the Workplace Bullying Institute’s (WBI) “U.S. Hostile Workplace Survey 2000,” in which targets of workplace bullying were asked to indicate who they sought for support and what response they received. The results showed that whether targets enlisted the help of co-workers, their boss, or the human resources department, most of the time these individuals did nothing or they made the situation worse. Additional results can be obtained at www.bullyinginstitute.org/research/res/surv2000b.html. In pspite of their efforts, most targets either lose their jobs or leave them. While this is usually how the bullying stops, it does not end the negative long-term consequences on targets’ physical and mental health. Instead, targets are frequently faced with preventing financial instability or devastation while recovering from the negative health impacts of bullying.  How does a person know if he or she is a target? One of the aspects of workplace bullying that makes it difficult to recognize in the beginning is its subtle, covert nature. You may notice differences in co-workers behaviors that are difficult to explain to others. Furtive glances, hushed conversations in your presence, and a general distancing of themselves from you does not sound like behaviors that are necessarily part of a plot against you. Not being invited by your supervisor to a meeting or training can be justified as “an oversight.” A “personality clash” may be the way that others explain a boss’ rude, dismissive way of speaking to you. Protesting about the way your work was unfairly criticized in a public manner can be interpreted by others as you being “overly sensitive.” These are just some of the reasons why targets of workplace bullying endure the situation for months until it becomes clear, through increasingly aggressive or hostile actions against them, that they have been targeted for abuse or expulsion from their workplace. Once this reality sets in, targets may have been working under the strain of intense stress for many months. It is the chronic nature of workplace abuse that is viewed by researchers as the primary contributor to the negative long-term impacts on people. In the end, it is an individual’s symptoms that serve as the warning signal that they are likely a target.  What are the consequences of workplace bullying? Studies consistently show that employees who work under abusive conditions may exhibit moderate to severe signs of workplace bullying after only 6 months. Given that 18 months is the median length of time that targeted employees remain in their hostile situation, it is not surprising that many workers suffer physically, psychologically, and financially for years after they leave or lose their job. The negative impact of workplace bullying on the health of targets has been well documented. Research results on workplace bullying and on work stress in general can be obtained by linking to WBI research and, on the same website, research conducted by others. It is important to note that not all individuals will suffer long-term consequences from workplace bullying. There is hope in the knowledge that there are mitigating factors that can buffer the impacts. These mitigating factors include such things as the length of time an individual remains under intense stress; the frequency, duration, and intensity of hostile acts; the effectiveness of coping strategies; social support within the organization; and social support outside the organization. Other informative websites include: news.bbc.co.uk/1/hi/business/3563450.stm bullyinginstitute.org/health.html www.ccohs.ca/oshanswers/psychosocial/bullying.html#_1_4 www.bullyonline.org/workbully/amibeing.htm#Health www.overcomebullying.org/stress-symptoms.html#ancStressSymptoms education.qld.gov.au/health/pdfs/employee/ass-info1.pdf http://www.bullyinginstitute.org/research/res/surv2000b.htmlhttp://www.bullyinginstitute.org/research/res/surv2000b.htmlhttp://www.bullyinginstitute.org/research/wbiresearch.htmlhttp://www.bullyinginstitute.org/research/othersresearch.htmlhttp://www.bullyinginstitute.org/research/res/surv2000c2.htmlhttp://news.bbc.co.uk/1/hi/business/3563450.stmhttp://bullyinginstitute.org/health.htmlhttp://www.ccohs.ca/oshanswers/psychosocial/bullying.html#_1_4http://www.bullyonline.org/workbully/amibeing.htm#Healthhttp://www.overcomebullying.org/stress-symptoms.html#ancStressSymptomshttp://education.qld.gov.au/health/pdfs/employee/ass-info1.pdfshapeimage_1_link_0shapeimage_1_link_1shapeimage_1_link_2shapeimage_1_link_3shapeimage_1_link_4shapeimage_1_link_5shapeimage_1_link_6shapeimage_1_link_7shapeimage_1_link_8shapeimage_1_link_9shapeimage_1_link_10