plants, research industries, and social service agencies. With such frequency of workplace bullying to various groups of people, many theories exist in discussing the causes of workplace bullying. One side argues that the bullying targets are in fact responsible for the bullying. More specifically, some physicians and psychologists attribute the cause of workplace bullying to the target employee's mental disorders, such as general anxiety disorder, instead of the working situation. The opposite argument contends that the cause of workplace bullying lies in the organizational problems and poor leadership skills. Another argument states that workplace bullying is a multi-causal phenomenon, as different factors can play their respective roles in building the tension. Despite this plethora of arguments, Zapf addresses that academic analysis of the cause is difficult. Getting the perspective of perpetrators and potential bystanders is unrealistic, and therefore the studies are primarily focused on victims' interviews. Victims The victims of workplace harassment can be separated into three categories, based on gender, sexuality, and race. While one group experiences workplace harassment more frequently than others, workplace harassment still affects wide range of population. Gender Both men and women are victims of workplace harassment. Workplace harassment for women dates back to women's first foray into the workforce, as early as colonial times. The most common form of workplace harassment that women face is sexual harassment. According to Fitzgerald, one of every two women experiences workplace harassment in their working or academic lives. The most common form of sexual harassment is the unwanted and unavoidable sexual attention from co-workers. A study of government employees shows the inescapable, uncomfortable sexual attention takes varying forms. 33% of respondents had been called by sexual remarks, 26% of respondents faced physical touching, and 15% respondents were pressured to go on a date. The more explicit forms of sexual harassment are shown by court cases, such as Meritor v. Vinson (1986), Robinson v. Jacksonville Shipyards (1991), and others. In Meritor v. Vinson, "Michele Vinson, an employee of Meritor Savings Bank, was forced to have sex with her boss between 40 and 50 times." The boss harassed her by fondling her in public, following her to the bathroom, and frequently raping her. In Robinson v. Jacksonville Shipyards, Robinson requested to put down the pornographic materials in Jacksonville Shipyard workplace. The pornographic material included "a pinup showing a meat spatula pressed against a woman's pubic area and another featuring a