A report has emerged from Hong Kong regarding a suspected workplace bullying incident at a McDonald's fast food restaurant. A silent video, lasting over 20 seconds, circulated online yesterday (April 21), showing a male employee in a black McDonald's uniform seemingly berating a female colleague and even spitting at her multiple times. In the video, the female employee appeared frightened, lowering her head and turning away, visibly distressed.
The video shows the incident occurring in a McDonald's branch, where the male employee, while cleaning a table, suddenly approached a female colleague in the corner and began what appeared to be a reprimand. The exact dialogue is unknown due to the silent nature of the video.
Unacceptable behavior
Netizens reacted strongly, condemning the male employee for workplace bullying, with comments like "unacceptable" and urging McDonald's to take strict action against the incident, calling for immediate police involvement and serious penalties.
A McDonald's spokesperson stated they are aware of the online discussions, have contacted the relevant employees, and are conducting an internal investigation. They reiterated their zero-tolerance policy towards any bullying incidents and emphasized the importance of ensuring a safe working environment for employees.
Verbal attack, mostly
According to senior human resources consultant Alexa Chow, the male employee's actions, particularly spitting, go beyond typical workplace bullying and could constitute physical assault. She noted that serious workplace bullying is rare and should not be tolerated by any company.
Chow explained that workplace bullying generally refers to unreasonable behavior by individuals or groups towards colleagues, including verbal or non-verbal insults and psychological or physical abuse. She advised that when facing reprimands, individuals should discern whether they are being bullied or if the supervisor is merely using an inappropriate method to correct their subordinates. The key distinction lies in whether the treatment is indiscriminate.
She suggested that if someone suspects they are being bullied, they should first self-reflect and consider if they might be overly sensitive or biased, and whether improvements can be made. If they conclude the issue lies with the other party, they should wait for emotions to calm down before engaging in rational communication to request an end to personal attacks and insults, thereby establishing their boundaries.
Sensible measures of counterattack
Chow cautioned against posting such bullying incidents online as a form of public shaming, stating that it does not help resolve conflicts and can damage the company's image. She noted that while the company may respond to pressure to address the issue, the bullied employee might be labeled as a "troublemaker."
Also, employees should avoid confrontation with their immediate supervisors, as companies often punish the subordinate first, potentially penalizing the victim of bullying for choosing an inappropriate response. Public conflicts do not help resolve issues and may adversely affect future working relationships.
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