Harassment at work remains a significant
problem and, in its various guises, threatens
the wellbeing of those affected, and the
integrity and internal equilibrium of an organisation.
It seeks to capitalise on, and possibly magnify, organisational power differentials in order to gain an advantage over others for personal or organisational exploitation and, perhaps, gratification. The power differential exploited can be derived from differing levels of organisational status as well from the differing influencing styles