Have you ever worked for a manager or supervisor that has made you feel as if you were going to the principal’s office whenever you went to see him or her? Whether intentional or not, intimidation can cause employees to experience anxiety that can adversely affect their as they become afraid to go to their manager with work related issues.

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Central to the issue is the fact that management or supervisors are the most common offenders, and their bullying actions leave the recipient in a difficult employment position.

Since many bullies are operating in accordance with a company’s “standard practices,” victims often speculate that they may deserve the criticisms, or they are simply too embarrassed, reluctant or fearful to confront the harasser.

Employers are encouraged to take appropriate steps to prevent and correct unlawful harassment.

They should clearly communicate to employees that unwelcome harassing conduct will not be tolerated.

When training is provided, there is often little follow-up or monitoring that what is learned in the training is actually being used.

It is important for companies to make certain that their managers and supervisors have and use the leadership skills to do the job they are hired to do above and beyond their technical expertise.The use of power, authority, position and status to intimidate workers into compliance is, at many companies, considered to be one of the most effective of management’s bag of coercive tools.Respect for authority, position and status is fine, but using them to intimidate others into submissive acquiescence is quite another thing.Like a Stephen King horror story, intimidation comes at us in many forms and faces.As long as intimidation is going to be part of our lives, we might as well learn how to deal with it, resist it, and even use it.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).