Workplace Bullying & Harassment Ultimate Training Resource


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Do you need to deliver a Workplace Bullying & Harassment training course but have no time to prepare?

Then look no further, as here is your 1-stop training resource, including workbook and powerpoint presentation.

Written by Carole Spiers, Leading Authority on Work Stress and Author of Show Stress Who’s Boss!, this ultimate workplace bullying and harassment training resource is for trainers, HR professional and Managers.

This authoritative training resource is for your adaption and use today!

Download immediately:

Published in: Business, Career
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  • The key to helping our children avoid bullying is to help our kids develop a strong sense of self. If they have a strong sense of self, they will have the innate ability to stand up for what is right and what is wrong. Others kids will recognize this and respect them for it.As a way of helping everyone especially the parents, who find it quite hard to manage time, I found this great Safety Service 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 & Harassment Ultimate Training Resource

  1. 1. Extracts FromThe Bullying Toolkit for Trainers,HR Professionals and Management ‘Back Off !’ Combat Bullying & Harassment in the Workplace By Carole Spiers MIHPE MISMA World Authority on Corporate Stress BBC Guest-Broadcaster • Author Motivational Speaker © Carole Spiers Group 2012
  2. 2. The Author – Carole Spiers MIHPE MISMA• Leading Authority on Corporate Stress• Expert Witness to the UK Courts• Weekly Gulf News Columnist• BBC Guest-Broadcaster• Motivational Speaker• Author of Tolley’s Managing Stress in the Workplace and Show Stress Who’s Boss!• Established Carole Spiers Group in 1987 © Carole Spiers Group 2012
  3. 3. The Signs of Bullying Behaviour are Highly Visible! Or are They? © Carole Spiers Group 2012
  4. 4. Cyber Bullying: A Passive Form of Bullying• Social networking e.g. Twitter, Facebook, LinkedIn• Email, phone and by text message• Camera phones, blogs, Youtube © Carole Spiers Group 2012
  5. 5. Bullying• It may come from management and is quite different from legitimate pressures that we may experience when, for example, there are deadlines or customer requirements to be met• Bullying is personal criticism or abuse in public or private that humiliates and undermines self-esteem and confidence © Carole Spiers Group 2012
  6. 6. Bullying May Sometimes Be Referred To As:• Personality clash • Macho• Attitude problem management• Autocratic management • Abrasiveness• Poor management style • Intimidation• Harassment • Unreasonable behaviour • Victimisation © Carole Spiers Group 2012
  7. 7. Effects of Workplace Bullying on the Organisation• Damage to corporate image• Adverse publicity• Low morale• Reduced productivity• Rapid staff turnover• Loss of respect for management• Increased absenteeism• Risk of litigation and associated costs• Stress related problems © Carole Spiers Group 2012
  8. 8. Examples of Bullying Behaviour• Unreasonable demands: constant nit-picking and criticism• Intimidation• Threats• Public humiliation• Personal insults, anger over trivial matters• Ignoring or excluding an individual• Spreading malicious rumours• Continual unjustifiable comments or behaviour © Carole Spiers Group 2012
  9. 9. Examples of Cyber Bullying Behaviour • Email threats • Email abuse • Offensive emails • Unpleasant comments, lies and malicious gossip on social networking sites © Carole Spiers Group 2012
  10. 10. Bullying -v- HarassmentBullying HarassmentA person who uses Trouble and annoytheir strengths or continuallypower to coerce othersby fear; to persecute oroppress by force orthreat © Carole Spiers Group 2012
  11. 11. • Bullying differs to harassment in that there is no obvious bias towards, race, gender or disability• The serial bully is usually able to keep their prejudices under wraps © Carole Spiers Group 2012
  12. 12. HarassmentPeople can be subject to harassment on a wide varietyof grounds including:• Their race, ethnic origin, nationality• Their sex or sexual orientation• Their religious or political convictions• Their membership or non-membership of a trade union• Their disability, age etc. © Carole Spiers Group 2012
  13. 13. Events that Trigger Bullying and Harassment• There is a reorganisation• A new manager is appointed• Refusing to obey an order which violates rules, regulations and procedure• Obvious displays of affection, respect or trust from co-workers• The previous target leaves• Blowing the whistle on incompetence, malpractice, fraud, illegality etc © Carole Spiers Group 2012
  14. 14. The Consequence of Bullying at Work• Declining productivity and profit• Lack of motivation• Industrial unrest• People feel undervalued• Staff are demoralised (‘If I cant do anything right, what is the point of making an effort?’)• No organisational structure (‘Who are we supposed to turn to when the boss is a bully?’) © Carole Spiers Group 2012
  15. 15. Financial CostsGreen v Deutsche Bank August 2006• £800,000 award to Helen Green for employees offensive, abusive, and intimidating behaviour towards her.University of Bradford 2008• A report conducted by Dr Sabir Giga found that the fallout from workplace bullying costs the British economy £13.75 billion each yearBrowne v NHS January 2012• Senior NHS manager awarded £1m compensation for racial discrimination and unfair dismissal after he was subjected to a breathtaking and callous campaign of bullying and harassment from colleagues. © Carole Spiers Group 2012
  16. 16. Costs of Bullying in the Workplace• Absenteeism and high staff turnover• Staff looking tense or troubled• Loss of investment in training• A change in atmosphere• Reduced productivity• Less concern with quality• Low morale and loss of initiative• Lack of creative input © Carole Spiers Group 2012
  17. 17. Why do Individuals Tolerate Bullying?• Can’t be bothered to fight• Low confidence• Low self-esteem• Vulnerable• Scared of losing job• Intimidated• Sense of pride © Carole Spiers Group 2012
  18. 18. Chronic Bullies May:• Feel inadequate• Feel humiliated• Be bullied at home• Be scapegoats• Be under pressure to succeed• Feel they are different © Carole Spiers Group 2012
  19. 19. Early Warning Signs of Being Harassed or Bullied:• ‘This relationship feels different to any I have previously experienced’• ‘I am persistently got at’• ‘My work is being criticised, even though I know my standards have not slipped’• ‘I am beginning to question whether these mistakes I am supposed to have made really are my fault’ © Carole Spiers Group 2012
  20. 20. Why Some People Are Singled Out For Attack:• Being popular and competent• Being too old or too expensive (usually both)• Strong forgiving streak: always thinks well of others• Being recognised, rewarded or promoted• Age/marital status/good looks• Outspokenness• Timidity / Disability• Vulnerability (e.g. mortgage, single parent)• Standing up for a colleague who is bullied © Carole Spiers Group 2012
  21. 21. Types of Questions to Ask the Person Who is Feeling Bullied or Harassed• Tell me more about your situation?• What has changed?• Do you have a new Manager?• Has pressure on your current boss increased?• Have you recently changed jobs?• Are your objectives being repeatedly altered?• Have you been asked to do things outside your job description? © Carole Spiers Group 2012
  22. 22. Feelings Experienced by the ManagerDuring a Bullying/Harassment Interview• Embarrassment• Awkwardness• Anger or resentment (if discussion is relating to a fellow colleague of theirs)• Out of their depth• Not knowing what to say• Lacking in confidence © Carole Spiers Group 2012
  23. 23. Addressing The Problem• Legislative change• Seek legal redress• Develop a Code of practice• Ensure Managers bound to follow appropriate standards of conduct• Encourage a Holistic approach: problem solving not punitive• “Soft” skill development © Carole Spiers Group 2012
  24. 24. Exit QuestionnairesQuestions to be included:• Have you ever been bullied?• Have you been bullied in the last 6 months?• Have you ever witnessed bullying behaviour?If ‘Yes’ to any of the above, what did you do? © Carole Spiers Group 2012
  25. 25. The Way Forward• Watch the workplace for a change in atmosphere among the staff. When cheerfulness turns to virtual silence. “Walking the Floor” type of management will be counterproductive if the boss is a bully• Use stress/culture audits or upward assessments to identify problem areas• Introduce agenda-free meetings to provide a platform for troubled staff• In exit interviews, include the specific question “ Have you experienced bullying in this organisation” © Carole Spiers Group 2012
  26. 26. Where Do We Go From Here?• Develop a robust Policy and Procedure• Create a healthy Corporate Culture• Achieve genuine commitment at Board level• Adopt a zero tolerance policy on workplace bullying © Carole Spiers Group 2012
  27. 27. • Need to deliver a workplace bullying training programme but have no time to prepare?• Download this Training Toolkit Pack Immediately.This Training Package personally written by Carole Spiers includes:1.Workbook – for copying in any number2.Tutor guidance notes3.Sample training programme4.Questionnaire: Are you being bullied?5.Case Studies6.20 Frequently Asked Questions7.Special Report ‘Taking the lid off workplace bullying’.8.Powerpoint PresentationDownload immediately today. £350.00
  28. 28. Contact Us Today for Proven Stress Management SolutionsCarole Spiers GroupInternational Stress Management &Employee Wellbeing ConsultancyPhone: +44 (0) 20 8954 1593(London Office)Email: expertise in:Communication Skills, Entrepreneurship,Stress Management, Cultural Diversity, OrganisationalChange and Post Trauma Support © Carole Spiers Group 2012