An old business adage states that if you can’t measure it, you can’t manage it. Applying this simple but powerful logic to workplace bullying suggests that workplace bullying needs to be measured in order to be effectively managed. Just what, however, can or should be measured? That question can best be addressed by considering examples of workplace bullying. The following list provides behavioral examples of workplace bullying. You can find more examples at www.bullyonline.org.
•    Being constantly criticized over trivial matters
•    Being humiliated, shouted at, or threatened, often in front of others
•    Finding that your work and credit for it have been stolen
•    Finding things that you say and do are twisted and misrepresented

As a team, address the issue of measuring bullying in the workplace. How should it be measured? What kind of measurement instrument should be used? How will the criteria be generated? Address these key issues and identify a process that your team would recommend to develop measures of workplace bullying. If possible, generate an example of what a measure might look like. Would it be a rating scale, a checklist, or something else? Also, who would complete the measures? Finally, identify your plan for the resulting data. That is, what would you do with your results? Would you assess individuals with the data? Would you try to identify bullies? What utility would the measurements have? Share your measurement approach and example with the rest of the class. Also describe your management plan with regard to the use of the data. Under the direction of the instructor, the class should select the best measurement approach and the best management plan.