Corporate Bullying Rudy&Frank


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Corporate Bullying Rudy&Frank

  1. 1. Senior HR manager forumThe Leadership Consortium30-31 October 2003<br />Corporate bullying<br />The hidden costs<br />
  2. 2. Today<br />Overview of bullying<br />Health risks and implications – a practitioners viewpoint<br />Quantifying the magnitude of the problem<br />Implicated management practices<br />Steps you can take to minimise the risk<br />
  3. 3. Take the quiz – Is your company losing its best employees to bullies?<br />Do any of your leaders<br />Disapprove of weakness in their employees? Yes / No<br />Raise their voices when they get annoyed? Yes / No<br />Spread malicious gossip? Yes / No<br />Cause employees to dissolve into tears or walk away when confronted by them? Yes / No<br />Use sarcasm? Yes / No<br />Criticise junior colleagues in front of clients/customers/peers? Yes / No <br /> Every ‘yes’ adds to the risk of accepting bullying in your company and losing your best employees<br />Paice & Firth-Cozens 2003<br />
  4. 4. What is workplace bullying?<br />An abuse of power<br />Victims have associated feelings of<br />Isolation<br />Destabilisation<br />Threats to professional status or personal standing<br />Field 2003<br />
  5. 5. Bullying behaviour<br />Bullying behaviour<br /><ul><li>Bullying behaviours experienced by a sample of white-collar employees from over 325 Australian companies
  6. 6. Adapted from Health Works Corporate 2003</li></li></ul><li>Bullying adversely affects health<br />Exposure to bullying behaviours increase mental health problems<br />Work-related stressful experiences contribute to depression<br />There is a high prevalence of mental health problems in Australia<br />Depression<br />Anxiety<br />Sleep disturbance<br />Field 2003; Mikkelsen & Einarsen 2002; Tennant 2001<br />
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  8. 8. Minimise and manage workplace risk <br />Your company’s leaders could be contributing to workplace risk liability<br />As a HR manager, minimise and control your workplace exposure<br />Be cognisant of bullying<br />Implement risk management strategies<br />
  9. 9. Bullying costs your company<br />Increased absenteeism<br />Premature retirement<br />Decreased customer or client satisfaction<br />Replacement costs – labour turnover<br />Grievance and litigation/compensation<br />Reduced employee productivity<br />Hoel et al 2001<br />
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  12. 12. Forced ranking – competitive or counterproductive?<br />A performance management system where employees are ranked rather than rated<br />Schemes used vary<br />eg. totem pole approach, normal distribution<br />Worklab Consulting 2003<br />
  13. 13. Avoid a forced ranking system<br />May hinder innovation<br />Negative impact on teamwork<br />Competitive environment may increase stress levels<br />Can lead to bullying behaviours<br />Worklab Consulting 200<br />
  14. 14. Enhance the leadership style of your company’s managers<br />Develop and participate in self-awareness training for your company’s managers<br />Organise an appraisal of your company’s leaders<br />Ensure that at least 10 people take part for each leader<br />Attend and recommend a training program on workplace bullying<br />Introduce or critically review your company policy on bullying/harassment<br />Tackle overload and staff shortages in your workplace<br />Paice & Firth-Cozens 2003 <br />
  15. 15. Prevent workplace bullying – your legal responsibilities <br />Create awareness<br />Develop a policy<br />Inform, instruct and train employees on anti-bullying legislation<br />Consultation<br />Identify risk factors<br />Monitor & evaluate<br />Control the risks<br />Provide clear reporting routes and dedicated support for victims<br />Provide support and remediation for bullies<br />Houghton 2003; Worksafe 2003<br />
  16. 16. Next steps<br />Conduct internal research<br />Develop and administer staff surveys<br />determine employee satisfaction rates<br />assess bullying indicators such as reduced employee productivity, absenteeism rates, turnover rates and premature retirement<br />Develop and administer manager surveys and profiling<br />assess leadership style to identify managers prone to bullying behaviour<br />
  17. 17. Next steps<br />Policy<br />Conduct a review of existing antibullying policy or introduce new policy<br />Education/training<br />Consider developing and conducting internal training for your staff and managers at all levels of the company<br />Performance management<br />Consider developing and implementing progressive appraisal and management systems<br />
  18. 18. Further information<br />Rudy Pilotto, BSc(Hons), CPT<br />Serious Consulting<br />(03) 9349 3700<br />Dr Frank Barbagallo, MBBS<br />Adrenalin Strategics<br />(03) 9412 0555<br />
  19. 19. References<br />1 Australian Council of Trade Unions (ACTU). Being bossed around is bad for your health. Melbourne: ACTU, 26 August 2002; viewed 2nd May 2003, &lt;;.<br />2 Paice E & Firth-Cozens J. Who&apos;s a bully then? Br Med J 2003; 326: S127.<br />3 Field T. Workplace bullying: the silent epidemic. Br Med J 2003; 326: 776–7.<br />4 Health Works Corporate. Is your boss a bully? Sydney: Health Works Corporate, 24 June 2003; viewed 14 July 2003, &lt;;.<br />5 Hoel H, Sparks K & Cooper C. The cost of violence/stress at work and the benefits of a violence/stress-free working environment. Geneva: International Labour Organization, 2001.<br />6 Mikkelsen E & Einarsen S. Relationships between exposure to bullying at work and psychological and psychosomatic health complaints: the role of state negative affectivity and generalised self-efficacy. Scand J Psychol 2002; 43: 397–405.<br />7 Tennant C. Work-related stress and depressive disorders. J Psychosom Res 2001; 51: 697–704.<br />8 WiseOwl Multimedia. Workplace bullying: who wins? Video and accompanying booklet. Melbourne: WiseOwl Multimedia, 2001.<br />9 Coffman C. Start worrying about &apos;not engaged&apos; employees. Gallup Management Journal 2002, online serial; 8 August 2002: viewed 13 May 2003, &lt;;.<br />10 Harter J. Taking feedback to the bottom line. Gallup Management Journal 2001, online serial; 15 March 2001: viewed 5 May 2003, &lt;;.<br />11 Tritch T. B&Q boosts employee engagement – and profits. Gallup Management Journal 2003, online serial; 8 May 2003: viewed 13 May 2003, &lt;;.<br />12 Brim B. Upend the trend. Gallup Management Journal 2002, online serial; 15 March 2002: viewed 13 May 2003, &lt;;.<br />13 Coffman C & Buckingham M. First, break all the rules: what the world&apos;s greatest managers do differently. Sydney: Simon & Schuster Australia Ltd, 1999.<br />14 Field T. Bullying in medicine. Br Med J 2002; 324: 786.<br />15 Pilotto R. Goal-driven performance management empowers employees. Personal Communication. 1 May 2003.<br />16 Worklab Consulting. Forced ranking: the controversy continues. New York: Worklab Consulting LLC, viewed 15 May 2003, &lt;;.<br />17 Cherniss C. Emotional intelligence: what it is and why it matters. Paper presented at the Annual Meeting of the Society for Industrial and Organizational Psychology; New Orleans, LA, 15 April 2000.<br />18 Collins J. Good to great. New York: HarperBusiness, 2001.<br />19 Houghton A. Bullying in medicine. Br Med J 2003; 326: S125.<br />
  20. 20. Thank you<br />Q+A<br />
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