Workshop Goals
Define Workplace Bullying & HarassmentExamine Forms of Bullying BehaviorExpand definitions of diversity and cultureExplore the impact of culture on human
interactions and communicationsExplore ways prevent bullying behaviorDiscuss Anti- Bullying policies
Session Ground Rules
Understand that we are all experts in our own experiences.
Respect others experiences, values and opinions.
Be non-judgmental.Say OUCH, then educateTake RisksHave Fun!!!Expect Unfinished Business
Workplace Bullying
“….Bullying is a toxic combination of unrelenting emotional abuse, social ostracism, interactional terrorizing, and other destructive communication that erodes organizational health and damages employee well-being”
“….Bullying is not an individual problem in the workplace; bullying is an organizational problem.”
(Lutgen-Sandvik & Tracy, 2012)
Bullying Can Take Place Across Relationships
Supervisor – SubordinateSubordinate – SupervisorCo-Worker – Co-Worker Employee – Resident/Customer/Client
35% of all workers have been bullied62% of bullies are men; 58% of targets are
womenWomen bullies target women in 80% of the
casesBullying is 4 times more prevalent than
illegal harassmentThe majority (68%) of bullying is among the
same gender
Workplace Bullying Institute (2010 Survey)
Why Does it Happen
Enabling Structures and Processes –
Conditions within an organization have been established that allow this type of behavior to exist.
These conditions can be related to traditional gender roles and minority status. Bullying is also more prevalent in structures where power imbalance is part of the structure i.e. Public Safety, Jails, Utilities Departments, etc.
Motivating Structures and Processes
Individuals are of the mindset that they can actually benefit in some way by partaking in bullying other people.
The benefits may be related to promotions, increased compensation, bonuses, or just to make themselves stand out more within the organization as a superior employee.
Participating Processes
Triggers that can cause the act of bullying:Changes in work environmentDownsizing of an organization/increased workloadExcessive monitoring of workWithholding information that affects performanceChange in leadershipOpinions ignored New employeesChange in personal situationPersonality traits of parties
Organizational Situational Factors
Organizational restructuring, job insecurity, boring tasks, and high levels of competitiveness have all been linked to an increase in bullying behaviors.
Samnani & Singh (2012)
Other Explanations for Bullying in the Workplace
• Disagreements – Displaying bullying behaviors in order to “win”
• Authoritative – Using bullying behavior as an abuse of power
• Displaced – Bullying a target due to overall stress in the workplace
• Discriminatory – Bullying someone because that person is different
• Organizational – Demonstrating bullying behavior because they are oppressed and exploited
(Lutgen-Sandvik, Namie, & Namie (2009)
Elements of Diversity?
Ethnic group, race or color
National OriginGender
ReligionAge
Mental/Physical Ability or Disability
Gender Identity, Sexual Orientation or Expression
Family StatusMarital Status
…..within each
community
What Else Is Diversity?
ExperienceLevel of EducationLongevity Socio Economic StatusAddressSizeLanguage PoliticsGeography
Effective Relations
Is the ability to functioneffectively within the existence of
cultural differences.
Requires a willingness to be open to the expectations and realities of various cultures.
Culture frames our view of the world…..It is divided in Surface Culture and Deep Culture
SURFACE CULTURE Food Music Holidays Arts Heroes Folklore/Superstition
DEEP CULTURE Ceremonies & Rites Courtship & Marriage Health & Medicine Family Ties Body Language Religion – Values –
Beliefs Gender Roles
Understanding Culture
Individual Culture is multifaceted and encompasses:
• Personality & unique style• Internal Factors – gender, race, age, sexual
orientation• External Influences – society, experiences• Where individuals grow up or live now,
religious affiliation• Organizational Influences – seniority, level
within organization, work location
The Impact of Personal Culture on Communications
The Power of WordsLanguage and Communication style issues Non Verbal Communication Biases against the Unfamiliar Personal Values in Conflict Assumption the Everybody Knows the
“Rules”
Who is More Likely to Bully
MalesPeople with high stress jobsPeople who have been on the receiving end of
bullyingPeople with job insecurityPeople who have supervisors who are bulliesPeople who work in a culture where bullying
is rewardedPeople who lack interpersonal skills
What Does Bullying Look Like?
Being ridiculed or humiliatedSpreading of gossip and rumorsBeing ignored or excludedFacing a hostile reaction when you approachBeing the subject of excessive teasing or sarcasmBeing shouted at or being the target of
spontaneous angerIntimidating behavior – finger pointing, invasion
of personal space, impeding movementTampering with personal belongings
Cyberbullying
Cyberbullying techniques use modern communication technology to send derogatory or threatening messages directly to the victim or indirectly to others, to forward personal and confidential communication or images of the victim for others to see, and to publicly post denigrating messages.
Privitera & Campbell (2009)
The Impact of Bullying
Bullying impacts everyone within an organization, not just those people who are being targeted.
Bullying impacts the families and friends of those being bullied.
People who witness bullying are also impacted by the behavior.
Effects of Bullying
AbsenteeismDecreased productivityManifestation of illness
High turnover
Increased accidents on the job
Violence
Anti-Bullying Policies
Bullying procedures should be specifically identified
Policies must be posted and available to allCommunicate clearly defined reporting proceduresEnforce Zero Tolerance – Rules must be enforced
in a timely mannerImpose increased consequences for repeat
offendersGuard against retaliation for reportingSupport for the targets of bullying
Prevention
Ensure commitment from top levels of organizations
Provide training about bullying and it’s impact to all levels of staff
Provide training interpersonal skills – Conflict Resolution, Communication, Goal Setting
Anti-Bullying Workplace Awareness Campaigns
The Respect & Responsibility
”Every human being, of whatever origin, of whatever station, deserves respect. We must each respect others even as we respect ourselves.”
- Ralph Waldo Emerson
”Respect yourself and others will respect you.” -Confucius
“The price of greatness is responsibility.” - Winston Churchill
Thank You For Participating !!!
Barbara I. CheivesConverge & Associates Consulting
1977 Brandywine Rd. Suite 203West Palm Beach, FL 33409
[email protected](office) 561-689-2428
(cellular) 561-351-6864