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Workplace bullying


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Powerpoint presentation on workplace bullying.

  • Great job! I shared this on my facebook page. Thanks for putting it together! Now I need to find a good graphic that defines bullying.... I have been bullied ALL MY LIFE! For decades, I thought that bullying was because something about me is "wrong." Understanding bullying and working to prevent this from happening to someone else is liberating me from the shame of having been a target of bullies. Bullies really get in the way of good people trying to do good things. It's time to change the culture and insist that people keep it kind. No one deserves to be bullied.
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  • Kids are supposed to go to school to learn about reading, writing and arithmetic. Unfortunately, school children also learn about bullies. A bully can make each day a traumatic experience for a child. So if your child is dealing with a bully, you can help him by keeping the lines of communication open.Encourage your child to talk to you or his teachers about the issues he is facing with a bully.If you help your child prepare for encounters with a bully, then he'll be better able to handle these uncomfortable situations.As a way of helping everyone especially the parents, who still find it quite hard to manage issues like this, I found this great application which featured a safety app which gets me connected to a Safety Network or escalate my call to the nearest 911 when needed, it has other cool features that are helpful for your kids with just a press of a Panic Button. #SafekidZone, Check it here:
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Workplace bullying

  1. 1. Presented by Group E:Charlotte Baker, Janice Battinelli, Laycee Gaul, Crystal Haines, Carlyle Morel, Cladise Slaughter, Ashley Teyechea, & David Woods Social Responsibility SOCI 4080-10 Instructor: Professor Ginger Devine
  2. 2.  What is workplace bullying? How does workplace bullying occur? What motivates the bully? What types of people are at risk for becoming targeted? What are its effects on victims, observers, & businesses? What can be done about it? How can social change agents help combat the problem?
  3. 3. What is  Too complex to have a universal definitionWorkplace Repeated stress inducingBullying?  actions toward another  Passive, active, overt, or covert actions that intimidate, degrade, humiliate, or undermine another  Creates feeling of defenselessness
  4. 4.  Spreading malicious rumors, gossiping Undermining or intentionally impeding another’s work Blame or unwarranted criticism without factual justification Exclusion, social isolation Excessive monitoring, micromanaging, unwarranted punishment Blocking training, leave or promotion
  5. 5.  A strict supervisor Consequences for poor work performance Warranted demotion, discipline, counseling, or termination
  6. 6. How Does  Ignorance of the issueWorkplace  Bully supportedBullying through action or inaction of managementHappen?  Stressed employees taking frustrations out on others  No system of reporting or protection for victims  Lack of recognition and anti-bullying laws worldwide
  7. 7. How Do Targets Handle Bullying? Targets accept the bullying behavior as part of employment Victims fear retribution or losing position for making waves 75% of victims end bullying behavior only by leaving the company entirely
  8. 8. Bullies work to psychologically & Work Environmentssystematically wear the Can Perpetuate target down to: Bullying Ensure own job security Further own career Exert or gain a sense of power Instill fear in the target or observers
  9. 9. Personal prejudices harbored against othersPrevent advancement opportunities for targetCreate a scapegoat for workplace stressors such as company downsizing, unreasonable work demands or work overloadCreate social isolation for target
  10. 10. Top-down: managers and supervisors who bully subordinatesHorizontal: peers who bully co-workers in similar job positionsBottom-up: workers who bully supervisors or managers
  11. 11.  Perceived as threat to job security or advancement Diversity Issues: Negative interpersonal relationships or role  Race, culture, ethnicity, conflicts national origin, religion High risk job sectors or  Age, gender, level of employment personality traits, physical characteristics  Sexual orientation, Viewed as weak or easy to gender identification victimize
  12. 12. The following chart denotes the percentages of: men bullying men women bullying women, men bullying women women bullying men
  13. 13. Effects of Bullying on the Victim 3.6%  Stress & job dissatisfaction 9.8% 14.6  High absenteeism 49.4 % %  Hyper-vigilance 22.6 %  Psychological and Under 1 month 1-3 Months psychosocial distress 3-6 Months 6-12 Minths Over one year  Job loss
  14. 14. Workplace Bullying Suicide:50% of surveyed individuals has devastating reported contemplatingsuicide; 20% later succeeded effects on the target!Victims of bullying are three times more likely toexperience depression than the average individual The impact of bullying on victims has been found tocorrelate with the diagnostic criteria of Post-TraumaticStress Disorder and anxiety
  15. 15. “Bystander effect" - the idea that observers stand by, unwilling to assist someone in need of help• 12% of observers report that they have witnessed bullying• Bystanders fear that the workplace bully will turn on them In order for bystanders to feel comfortable enough to intervene, they need to know they can do something about it. Witnesses need to feel empowered and supported when they report bullying behavior.
  16. 16. Fear of becoming targeted causes observers to join forces with the bully, resulting in mobbing. “Workplace mobbing” is an issue in which a group of people gang up on a target without retribution for their actions.
  17. 17. Use of work computers &Billions of dollars lost technology extends behavior intoworldwide each year cyberspace, sullying due to: business reputation High employee turnover Decreased productivity Low job satisfaction High absenteeism
  18. 18.  Improved staff satisfaction, retention Enhanced reputation for the business Creates a culture of professionals, role models Improves work safety, quality Greater staff willingness to report Reduced liability, risk management A more civil, productive, desirable workplace
  19. 19. Psychologically healthy workplaces have lower turnover, less stress & higher job satisfaction Sources: American Psychological Association, U.S. Dept. of Labor Bureau of labor statistics, 200980 8%70 Difference 13%60 Difference50 APAs 201040 11% PHWA award Difference30 winners 19% U.S.20 32% Difference Average Difference100 % employee % employees % employees % employees % employee turnover reporting seeking work who would satisfaction chronic stress eleswhere recommend as a good place…
  20. 20. Employees: NEVER become a bully under any circumstances Recognize when you are being bullied, realize it is not your fault Alert management immediately Ask witnesses to testify that they observed bullying
  21. 21. Employers: Provide conferences or workshops to educate and empower Create & enforce a zero tolerance anti-bullying policy Determine & enforce possible courses of action for bullying behaviors Promote & endorse anti-bullying legislation
  22. 22. Employers must establish and enforce strict guidelines Have employees submit a signed statement regarding commitment to abide by conduct rules Encourage reporting Have focus groups to “conduct surveys” to be analyzed regularly
  23. 23. Three levels of intervention for bullies, victims, and observers: Informal Intervention: conduct interviews to discuss events, listen to responses, get perspectives of all people involved Awareness Intervention: Compilation and divulge complaints from data in a supportive manner to raise awareness Authority Intervention: specify behaviors that need improvement, give timeline to improve behavior
  24. 24. Employers can support victims, observers, and bullies by: Offering healthcare support, evaluation, treatment plans & wellness programs Providing training on professional behavior Participating in the recovery of those who experienced or witnessed disruptive bullying behavior
  25. 25.  Recognize and report Workplace bullying when it occurs Help educate others and create awareness Volunteer to help the State Coordinators enact the Healthy Workplace Bill Become a citizen lobbyist or state coordinator Assist employers in creating a anti-bullying policy Endorse the Healthy Workplace Bill:
  26. 26. Recent recognition of the problem andincreasing awareness are improving the future outlook of this issue. Companies worldwide are establishing annual training courses and codes of conduct regarding workplace bullying A safe and comfortable work environment where all employees feel secure and able to be productive is the ultimate goal 5-10 years will likely not see the eradication of this issue, however, each individual commitment can contribute to overall social change
  27. 27. “As a victim who was fired for being a victim, I amabsolutely incensed at the injustice and inhumanity ofexecutives and managers who let this continue!As a victim who has suffered many of the debilitatingsymptoms of bullying, I am sickened by thehypocrisy of company "codes of ethics and conduct". Signed, a victim
  28. 28.  Workplace bullying is a serious, yet preventable, problem that results in harmful effects victims, witnesses and businesses alike There are currently few laws against workplace bullying but companies and individuals choosing to take a stand can have a huge impact and work toward its elimination
  29. 29. Abel, C. (2010). The effects of bullying for victims: What are the effects of bullying? Retrieved from, web site: of-bullying-for-victimsAmerican College Personnel (2011). College Student Educators International, in collaboration with the U.S. Partnership for Education for Sustainable Development: Sustainability Resources and Publications; Change agent abilities required to help create a sustainable future. Retrieved June 30, 2011 from, web site: force/sustainability/Bond, S., Dollard, M., & Tuckey, M. (2010). Psychosocial safety climate, workplace bullying, and symptoms of posttraumatic stress. Organization Development Journal, 28(1), 37-56. Retrieved from: 3921-004
  30. 30. Branch, S., Ramsay, S., & Barker, M. (2007). Managers in the firing line: Contributing factors to workplace bullying by staff –an interview study. Journal of Management & Organization 13, 264-281. Retrieved June 15, 2011, from: Behavioral Studies and Psychology, 566PsycINFO, EbscoHost.Bulutlar, F., & Oz, E. (2009). The effects of ethical climates on bullying behavior in the workplace. Journal of Business Ethics, 86(3), 273- 295. doi:10.1007/s10551-008-9847-4David-Ferdon, C., Hertz, M. (2008). Electronic media and youth violence: A CDC issue brief for educators and caregivers. Retrieved July 9, 2011, from Center for Disease Contorl:, Z, Gross, G. (2001). Conflict escalation and coping with workplace bullying: A replication and extension. European Journal of Work and Organizational Psychology, 10(4).497-522. Retrieve June 15, 2011, From Behavioral Studies and Psychology, PsycINFO, EbscoHost.
  31. 31. Einarsen, S., Matthiesen, S., & Mikkelsen, E. (2002). Vienna papers and abstracts. Retrieved July 9, 2011, from European Academy of Occupational Health Psychology, Conference proceedings of the EAOHP:, L., Skogstad, A., & Einarsen, S. (2009). Individual and situational predictors of workplace bullying: Why do perpetrators engage in the bullying of others? Work & Stress, 23(4), 349-358. doi:10.1080/02678370903395568Keashly, L. (2010). A Researcher Speaks to Ombudsmen about Workplace Bullying. Journal of the International Ombudsman Association, 3(2), 10-22. Retrieved from: lume3No2October2010Final.pdfKilburg, R. R. (2009). Sadomasochism, human aggression, and the problem of workplace mobbing and bullying: A commentary. Consulting Psychology Journal: Practice and Research, 61(3), 268-275. doi:10.1037/a0016935
  32. 32. Ortega, A., Høgh, A., & Pejtersen, J. J. (2008). Prevalence of workplace bullying and risk groups: a representative population study. International Archives of Occupational and Environmental Health, 82(3), 417–426. doi: 10.1007/s00420-008-0339-8Saunders, P., Huynh, A., & Goodman-Delahunty, J. (2007). Defining workplace bullying behavior: professional, lay definitions of workplace bullying. University of New South Wales. Retrieved June 17, 2011 from: e/pii/S0160252707000465Washington State Department of Labor & Industries (2011). SHARP-Research for Safe Work; Workplace bullying and disruptive behavior: What everyone needs to know. Retrieved June 19, 2011 from: web site: Bullying Institute (2010, 2011). Statistics; How bullying happens. Retrieved on June 17, 2011 from bully.html
  33. 33. Zapf, D. (1999). Organizational, work group related and personal causes of mobbing/bullying at work. International Journal of Manpower, 20 (1/2), 70.