In recent years, communities across the country have witnessed a troubling rise in youth violence, school bullying, and physical altercations. This alarming trend has sparked widespread concern among teachers, law enforcement officials, and parents. A recent viral video from Milnerton High School has once again brought the issue into sharp focus.
The footage, now widely circulated online, depicts a group of Milnerton High School pupils violently attacking a Grade 10 schoolmate using hockey sticks, belts, and a hosepipe. It is reported that some of the perpetrators are members of the school’s first-team rugby squad. This incident has reignited debates about the root causes of increased violence and bullying among youth. Is this a failure of parenting, or is peer pressure the true culprit?
These questions extend beyond the schoolyard, prompting an important inquiry: What kind of adults do school bullies become, and how do they impact our workplaces? Research suggests that the aggressive tendencies observed in childhood can carry into adulthood. Bullies in the workplace can create toxic environments, compromising productivity and employee well-being.
While some bullies reform and become constructive members of society, others may retain negative behaviours, such as manipulation, intimidation, or aggression. These individuals can wield substantial power within organisations, leading to decreased morale and increased staff turnover.
Incorporating psychometric testing into the hiring process could potentially identify traits associated with bullying, such as lack of empathy, a high need for power, or difficulty with authority. However, it is vital to approach such assessments with caution and fairness, as they should not be the sole basis for employment decisions.
Employers can benefit from a comprehensive screening approach, including behavioural interviews and reference checks, to assess a candidate’s suitability and interpersonal skills. Understanding these dynamics before hiring can help prevent toxic behaviours from entering the workplace.
For organisations already dealing with bullying behaviour, swift and effective management is crucial. Here are key steps to address workplace bullying:
- Develop Clear Policies: Establish and enforce a zero-tolerance policy against bullying and harassment. Ensure all employees understand the consequences of such behaviour.
- Provide Training: Regularly conduct training sessions on workplace respect, conflict resolution, and empathy development to foster a positive work environment.
- Promote Open Communication: Encourage employees to report bullying incidents without fear of retaliation. Establish safe channels for communication and ensure confidentiality.
- Conduct Thorough Investigations: Take all reports of bullying seriously and conduct unbiased investigations to determine the facts and address issues appropriately.
- Support Affected Employees: Provide counselling and support for victims of bullying. Assisting employees in coping and recovering from such experiences is essential for maintaining morale and productivity.
- Implement Corrective Actions: When bullying is identified, implement suitable corrective actions, which may include mediation, retraining, or disciplinary measures, up to termination.
The recent incident at Milnerton High School serves as a stark reminder of the challenges we face in addressing bullying. As these behaviours often transition from schools to workplaces, it is incumbent upon employers to actively work towards creating environments that prioritise respect, inclusion, and safety.
While psychometric testing can aid in identifying potential risks, a holistic approach involving policy development, training, and open communication will ultimately foster healthier, more productive workplaces. By proactively addressing bullying in all its forms, both at school and work, we can build a more respectful and inclusive society.
