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Knowledge Series May 2013 ACHSM Workplace Bullying Sharlene Chadwick
Citation preview
The Impacts ofWORKPLACE BULLYING
Sharlene ChadwickKnowledge Series| 28 May 2013 | SydneyAustralasian College of Health Service Management
Workplace Bullying• Repeated less favourable treatment of a person by another or others in
the workplace. • May be considered to be unreasonable and inappropriate workplace
practices. • It includes behaviours which intimidate, offend, degrade or humiliate
others.
Use power attributed to status, skills or position
Both men and women can be involved
Can occur between workers-managers; managers-
supervisors; co-workers
Bullying behaviours Learned from our interactions and experiences Relationship issue therefore needs a relationship solution Complex social issue requires integrated response
Types
Face to face (direct)
Covert (indirect)
Cyberbullying
Have you ever been bullied? Have you ever bullied another? Have you witnessed bullying behaviours in the workplace? What is the difference between bullying behaviours and performance
management?
Share with a partner
Bullying or performance management
constant fault finding and criticism
refusal to acknowledge an employee and their contributions and achievements
being isolated and separated from colleagues, overruled, ignored or sidelined
being patronised in front of others
being shouted at in front of others
Abusive, insulting or offensive language, texts and emails
Undue criticism Excluding, isolating or marginalising Withholding vital information Unreasonably overloading with work or
not providing enough work Unreasonable treatment in accessing
entitlements
Unreasonable timeframes or constantly changing deadlines
Setting tasks not suitable to level of competence
Denying access to information or resources
Spreading misinformation or malicious rumours
Changing work arrangements
1:5
Statistics and facts
workers bulliedeach week
50%are bystanders, witness bullying
22%resigned rather than reporting
2.5milexperienced workplace harassment
25%bullied in previous 6 months
FREEACCESS
bullied at some time in the workplace
74%
productivity
Impacts
decreases
absenteeism
increases in staff
turnover
increases in staff
moralepoor amongst staff
financiallegal costs, worker’s compensation or management time
Issues for people online
Cyberbullying Selfies Digital reputation Digital citizenship
Increased use of tobacco, alcohol and other drugs
Increase mental health problems – depression and anxiety
Miss or skip work or unexplained absences
bystander >
Abuse alcohol and other drugs
Instigate arguments and vandalise property
Engage in early sexual activity
Criminal convictions and traffic offences
Abusive towards partners and children
person bullying >
Depression and anxiety
Increased feeling of sadness and loneliness
Changes in sleep and eating patterns
Loss of interest in activities
Health complaints
Decreased achievement and motivation
person being bullied>
Long term consequences
people who were bullied in childhood are 4 times more likely to have an anxiety disorder as adults
bullies who were also bullied are 14.5 times more likely to develop panic disorder as adults and 4.8 times more likely to experience depression
men who were both bullies and bullied were 18.5 times more likely to have had suicidal thoughts
women who were both bullies and bullied were 26.7 times more likely to develop agoraphobia
bullies who were not bullied were 4.1 times more likely to have anti-social personality disorder
boys who are bullies and bullied are likely to suffer from mental health issues when they reach adulthood (Bradshaw 2013 n:1420)
People who engage in bullying Feel disconnected
Less friendly and cooperative
Level of peer acceptance but are disliked
High self esteem
Lower levels of empathy
People who are bullied
Feel disconnected
High levels of emotionality
Less well acceptance by peers
Low self esteem
Non assertive and socially withdraw
Lack confidence and skills in social interactions
Protective factors
Social connectedness is particularly important for people in their workplace.
Increase the range ofprotective factors by:
Teaching people social and emotional skills
Develop empathy amongst people
Fostering positive relationships with colleagues
Encouraging reporting behaviour
Teaching people knowledge and skills to deal with bullying behaviours
key factors
identify issues early
manage conflict before it escalates
relationship manage
Showing them empathy, support and letting them know they’re not alone
be a support >
Help the person move to a safe place where the bullying may stop
report to a supervisor >Supervisors can intervene or stop it when it’s occurring or validate the person being bullied by listening
find a safe place >
Bullying is not acceptable and we need to demonstrate positive ways of behaving and interacting with each other
be a role model >
The behaviour is encouraged by an audience or laughing.
Let the bully know what they are doing is not acceptable or condoned.
don’t be a spectator>
whole-systems
valu
es
redesign social interactions focus on wellbeing
leadership committment
culture and ethosstrengths based
policies and procedures
targeted support
intervention and prevention programs
positive behaviour support
promote positive interactions
method of shared concerned
restorative
practices
Approaches
Engaging people
in decision makingand projects
Enhancement of
physical environment
Professional development
Counselling forindividuals
Workpartnerships
Positive and respectful relationships are maintained
Approaches
Preventionto decrease the likelihood of bullying and conflict arising
Responseto ensure everyone in the organisation is responding in an appropriate way when they see bullying or conflict occurring
Support and Review to support those who may be affected by workplace bullying and to take active steps to stop it occurring again
Approaches
The organisation’s stand in relation to bullying behaviours
organisation’s stand >
Staff, managers, supervisors. Including provision for technology.
clear definition >A clear definition of bullying behaviours which is global rather than a list of specific behaviours
rights and responsibilities >
Positive strategies in place to counter bullying behaviours
positive strategies >
Procedures in place for reporting and dealing confidentially with bullying incidents
procedures >
Legal Not unlawful under federal and state anti-
discrimination legislation (unless based on age, sex, race or disability)
Occupational Health and Safety legislation –promote health and safety in the workplace
Industrial Awards
Fair Work Amendment Bill 2013
Australian Workplace Agreements
Certified Agreements
Common Law
Employers – need to eliminate or reduce risks to employee health and safety
Complaint procedures
Grievance procedures
Supervisors or managers
Unions
Organisations ie JobWatch
Contact details
Sharlene Chadwick
g.au
Sharlene Chadwick
@sharlenechadwic
Sharlene Chadwick