Relationship at Work

8/6/2019 Relationship at Work

http://slidepdf.com/reader/full/relationship-at-work 1/6

RELATIONSHIP AT WORK.

BULLYINGWHAT IS BULLYING ?

Bullying is usually seen as acts or verbal comments

that could 'mentally' hurt or isolate a person in the

workplace. Sometimes, bullying can involve

negative negative physical contact as well Bullying usually physical contact

as well. Bullying usually

involves repeated incidents or a pattern of

behavior that intimidates, offends, degrade or

humiliate a particular person or group of people. It

has also been described as the assertion of power

through through aggression aggression.

FORMS OF BULLYING

1. Corporate bullying

This type of bullying in the workplace occurs when the employer abuses

employees knowing that people will be afraid to stand up to them for fear

of losing their job. Instances of corporate bullying are:

* Forcing employees to work more than 60/70 hours on a regular basis,

indicating to those that refuse there are plenty of people out there who

would work those hours given the chance.

* Denies employees annual leave or sick leave to which they are entitled to.

* Sees any employee as weak or inadequate if they are prone to stress,

while denying and refusing to take responsibility that they are a cause of

the stress.

* Encourages an employee usually with promises of promotion or threats of

disciplinary action to make complaints about colleagues.

2. Client bullying

This type of bullying occurs when employees are being bullied by those



they serve for example a teacher being bullied by pupils, nurses and care

takers being bullied by those they take care of or shop staff being bullied by

customers.

3. Gang bullying

Gang bullying is often predominant in cooperate bullying and bullies will

work in a gang to accomplish what they want to achieve. A common tactic

used by gang bullying is telling everyone a different story, usually about

what each have said about the person to get them against each other. Gang

bullying is also called mobbing and usually involves victimization and

scapegoating.

EXAMPLE. Spreading malicious rumours, gossip, or innuendo that is not true

Excluding or isolating someone socially

Intimidating a person

Undermining or deliberately impeding a persons work

Physically abusing or threatening abuse

SETTINGU

P ABU

LLY-FREE WORKPLACE. Educate staff on bullying in the workplace (through PD initiative)

Train staff on how to deal with workplace bullying

Hang anti-bullying posters in staff room

Have the staff sign an anti-bullying pledge

Department Heads and Administrators need to be approachable

Do activities that promote staff unity (ex: staff retreats)

Have teachers start an anti-bullying campaign

Administrators should address workplace bullying at the first staff meeting

in September (and remind staff about the issue throughout the school

year).



DOS.

Encourage everyone at the workplace to act in a respectful and

professional manner towards others.

Have a workplace policy that includes a reporting system.

Educate everyone that bullying is a serious matter.

Try to work out solutions before the situation gets serious or out of control.

Educate everyone about what bullying is, and to whom they can go for

help.

DONTs. Ignore any potential problems.

Delay resolution. Act as soon as possible

SEXUAL HARASSMENT.

WHAT IS SEXUAL HARASSMENT ?

� According to Merriman-Websters Collegiate Dictionary (3rd

Ed.), it is:

uninvited and unwelcome verbal or physical conduct directed at an

employee because of his or her sex.

The EEOC has defined sexual harassment in its guidelines as:

Unwelcome sexual advances, requests for sexual favors, and other verbal or

physical conduct of a sexual nature when:

ySubmission to such conduct is made either explicitly or implicitly a term or

condition of an individual's employment, or

ySubmission to or rejection of such conduct by an individual is used as a basis

for employment decisions affecting such individual, or

ySuch conduct has the purpose or effect of unreasonably interfering with an

individual's work performance or creating an intimidating, hostile, or offensive working environment.



Sexual harassment includes many things...yActual or attempted rape or sexual assault.

yUnwanted pressure for sexual favors.

yUnwanted deliberate touching, leaning over, cornering, or pinching.

yUnwanted sexual looks or gestures.

yUnwanted letters, telephone calls, or materials of a sexual nature.

yUnwanted pressure for dates.

yUnwanted sexual teasing, jokes, remarks, or questions.

yReferring to an adult as a girl, hunk, doll, babe, or honey.

yWhistling at someone.

yCat calls.

y

Sexual comments.yTurning work discussions to sexual topics.

ySexual innuendos or stories.

yAsking about sexual fantasies, preferences, or history.

yPersonal questions about social or sexual life.

ySexual comments about a person's clothing, anatomy, or looks.

yKissing sounds, howling, and smacking lips.

yTelling lies or spreading rumors about a person's personal sex life.

y Neck massage.

y

Touching an employee's clothing, hair, or body.yGiving personal gifts.

yHanging around a person.

yHugging, kissing, patting, or stroking.

yTouching or rubbing oneself sexually around another person.

yStanding close or brushing up against a person.

yLooking a person up and down (elevator eyes).

yStaring at someone.

ySexually suggestive signals.

yFacial expressions, winking, throwing kisses, or licking lips.yMaking sexual gestures with hands or through body movements.

What do to if you are harassed?> Don¶t think it is your fault or that you µasked for it¶.



> Keep a log, of when, where it occurred, including what was said or done, with

witnesses

if possible. Keep it in a private, safe place ± i.e. at home.

> Seek support from trade union representatives/shop stewards, family, friends and

coworkers.

> Speak to other people at work and find out if they have the same problem from

the

harasser, or, if this is available in your workplace, you may prefer to speak to one

of the

designated µpersons of confidence¶ who have been appointed to help those who are

harassed.

> Speak to the harasser in the company of one of the persons of confidence. Be

specific

about what you do not like and demand that it stops. Your trade union

representativeor shop stewards can accompany you if you wish;

>If the harasser is a supervisor or manager, keep records of your job evaluations,

assignments and promotions.

> Speak to your trade union representative/shop stewards or one of the designated

persons of confidence (if this is provided in your workplace) for advice, if you

need to

file a complaint.

> Challenge prejudices.

PR EVENTING SEXUAL HAR ASSMENT.

General PrinciplesThese general principles portray a range of workplace

behaviors and reactions to them that can help you decide

whether a particular behavior is acceptable or sexual

harassment. A wide range of experiences, which color

individual perceptions, may generate ambiguity within these

boundaries. To create and maintain a work environment thatfosters the productivity and development of all employees, we

need to be sensitive to individual differences and to initiate

dialogue on these boundaries when they are ambiguous.

Acceptable behavior includes counseling on performance

or communications, normal social interactions, polite compliments,



and touching which could not reasonably be perceived

in a sexual or threatening way.

Uncomfortable behavior is that which creates discomfort in

the recipient or an observer, but which appears to be acceptable

to the majority or leaders of the group. Provacative comments

on dress, or hugs or kisses routinely given in greeting

are behaviors that may fall in this category.

Inappropriate behavior is that which most people perceive as

improper in the workplace. It includes sexual jokes, boasting

of sexual prowess, violations of personal space; and touching

someone in a sexually suggestive way. This behavior is situational

and whether or not it is harassment depends on the

individuals involved as well as on those who witness it. If inappropriate behavior is pervasive, it can constitute a hostile environment

and move into an unacceptable range.

Unacceptable behavior includes asking for sexual favors in

return for promotion, assignments, travel, or training; making

supervisory decisions based on race or gender; sending ³hate´

mail; and, of course, criminal offenses such as assault or rape.

Documents

Relationship at Work