Bullying in the Workplace

1
Bullying in the Workplace

• By Ashley Kelly, Theresa LeBlanc, and Meghanne
  Hicks

2
Objectives

• Highlight and discuss key definitions and examine
  the CNAs position statement regarding workplace
  violence.
• Provide examples of bullying behavior and
  determine which individuals are most likely to be
  bullied while in the work environment.
• Discuss risk factors which promote bullying
  behavior.
• Explore the impact of bullying on organizations,
  individual employees, new grads, student nurses
  and patient care.
• Examine strategies which can be implemented to
  overcome bullying in the workplace.

3

• SKIT

4
Definitions To Know.

• Violence
• A broad term that describes a wide range of
  behaviors.
• It includes verbal, physical, emotional and
  sexual abuse, harassment,
• bullying, verbal dismissal, neglect and other
  negative behaviors.
• (CNA, 2008)
• Bullying
• A well-recognized form of abuse resulting from
  power inequities. Bullying is a distinct form of
  aggressive behavior. It has varying grades of
  intensity, ranging from physical actions to
  slander and individual isolation. It doesnt
  matter who you are, everyone is fair game for
  receiving unwanted behavior that is intimidating,
  humiliating, offensive and embarrassing.
  Persistent criticism and personal abuse leads to
  a gradual eroding of sense of self.
• (CRNNS, 2008, p.7)

5

Serial BulliesThose who develop long lasting
alliances and follow a pattern of repeated acts
of bullying on specific individuals (CRNNS,
2008, p.47)Horizontal ViolenceAn act of
aggression perpetrated by one colleague on
another colleague.(CNA, 2008)
6
The Canadian Nurses Association (CNA) Believe

• It is the right of all nurses to work in an
  environment that is free from violence
• Zero-tolerance for any violence in the
  workplace.
• Violent behavior should not be ignored

(CNA, 2008)
7
Background

• Global concern
• Health care environment have high rates of
  workplace violence
• Nursing staff at the highest risk
• 2005 statistic 1 in 6 nurses stated that they
  were bullied while in the work environment

(CNA, 2008)
8
Bullying Behaviors

• 5 Categories
• Threats to professional status
• Threats to personal status
• Isolation
• Overwork
• Destabilization
• 
  (Moayed et al., 2006)

9

• Examples of Bullying Behaviors
• Constantly criticizing people
• Encouraging others to turn against an individual
• Stealing credit for something done by another
  individual
• Falsely accusing someone of errors they didnt
  make
• Singling out/isolating individuals socially
  (silent
• treatment)
• Withholding necessary information or purposely
  giving
• wrong information
• 
  (CRNNS, 2008)

10
Examples of Bullying Behaviors

• Staring, glaring, nonverbally intimidating
• Starting or failing to stop destructive rumors or
  gossip about an individual
• Discounting individuals thoughts/feelings in
  public
• Sabotaging an individuals contribution to a team
  goal or award
• Using passive physical behaviors
• Using non-verbal signals to demonstrate mood
  swings
• 
  
  (CRNNS, 2008)

11
Who is Most Likely to be a Bully?

• Insecure
• Low self-esteem
• Poor or non-existent social skills
• Little empathy
• A need to control
• Appear to be confident
• (CRNNS, 2008)

12
Gender and Bullying

• 50 of all bullies are female
• Female bullies target other females 84 of the
  time
• Male bullies target females 69 of the time
• Females are the majority of targets in the
  workplace
• The vast majority of bullies (81) are bosses
  some are co-workers
• (CRNNS, 2008)

13
Who is at Risk For Being Bullied?

• Star performers
• Capable, dedicated and intelligent
• Trustworthy
• Sensitive
• Imaginative and independent
• High moral standards
• Willingness to share their knowledge and
  experiences
• 
  (CRNNS, 2008)

14
Bullying and Nursing Students

• WE are at risk!
• A culture of high expectations
• Personal feelings of powerlessness
• Low self-esteem
• Lack of confidence in clinical competence
• Remote relationships with faculty
• 
  (CRNNS, 2008)

15
(No Transcript)
16
Bullying and Nursing Students

• Royal College of Nursing in the United Kingdom
• http//www.rcn.org.uk/__data/assets/pdf_file/00
  11/78518/001497.pdf

17
(No Transcript)
18
The Post-Bullied Target

• Withdrawn
• Moody
• Depressed
• Anxious or frightened
• Shattered self-esteem
• Becomes incompetent in their work
• 
  (CRNNS, 2008)

19
How Does Bullying Affect Us?

• Psychological Health Complaints
• Psychosomatic Complaints
• Cardiovascular Disease
• Absenteeism
• Chronic Diseases
• Stress
• Lower Job Satisfaction
• (Moayed
  et al., 2008)

20
How Does Bullying Impact

• Systems?
• Witnesses?
• Nursing Students?
• Clients?

21
Impact of Bullying on Organizations

• Costs of bullying
• Australia 13 000 000/year
• United States 30 000 - 100 000/ per person
  subjected to bullying
• 25 of bullied employees leave their job
• High staff turnover rates, more sick leave, less
  productivity
• Adding to the cost of health care system
  employee benefits, retention, and recruitment
  costs
• THIS IS ADDING TO THE NURSING SHORTAGE!
• Larger organizations are more at risk

(CRNNS, 2008) (Rocker, 2008)
22
Impacts on witnesses

• Increased stress levels
• Feeling sorry for the victim
• Worry about becoming a victim
• Fear of taking action
• Change jobs
• Constantly working in fear

(CRNNS, 2008)
23
Impact On New Grads And Nursing Students

• What do you think?

24
Impact On Patient Care

• Lack of communication between staff members
• Stress levels high among nurses
• Threatens effective client care and safety

(CRNNS,2008)
25
Code of Ethics

• WHICH RESPONSIBLITIES DOES THE ACT OF BULLYING
  VIOLATE?
• http//www.cna-aiic.ca/CNA/practice/ethics/code/de
  fault_e.aspx

26
Providing Safe, Compassionate, Competent and
Ethical Care

• Nurses have a responsibility to conduct
  themselves according to the ethical
  responsibilities outlined in this document and in
  practice standards in what they do and how they
  interact with persons receiving care as well as
  with families, communities, groups and other
  members of the health care team (Code of ethics,
  2008, p.8)
• Nurses question and intervene to address unsafe,
  non-compassionate, unethical or incompetent
  practice or conditions that interfere with their
  ability to provide safe, compassionate, competent
  and ethical care to those who do the same (Code
  of ethics, 2008, p. 9)

27

• Nurses work to prevent and minimize all forms of
  violence by anticipating and assessing the risk
  of violent situations and by collaborating with
  others to establish preventative measures. When
  violence cannot be anticipated or prevented,
  nurses take action to minimize risk to protect
  others and themselves (Code of ethics, 2008, p.9)

28
Promoting health and well being

• Nurses collaborate with other health care
  providers and other interested parties to
  maximize health benefits to persons receiving
  care and those with healthcare needs, recognizing
  and respecting the knowledge, skills and
  perspective of all (Code of ethics, 2008, p. 10)

29

• Preserving dignity
• Nurses, in their professional capacity, relate
  to all persons with respect (Code of ethics,
  2008, p. 13)
• Nurses treat each other, colleagues,
  students and other health care workers in a
  respectful manner, recognizing the power
  differentiates among those in formal leadership
  positions, staff and students. They work with
  others to resolve differences in a constructive
  way (Code of ethics, 2008, p.14)
• Promoting Justice
• Nurses support a climate of trust that
  sponsors openness, encourages questioning the
  status quo and supports those who speak out to
  address concerns in good faith (Code of ethics,
  2008, p. 17)

30
Being Accountable

• Nurses, as members of a self regulating
  profession, practice according to values and
  responsibilities in the Code of Ethics for
  Registered Nurses and in keeping with the
  professional standards, laws and regulations
  supporting ethical practice Code of ethics,
  2008, p. 18)
• Nurses are honest and practice with integrity in
  all of their professional interactions (Code of
  ethics, 2008, p. 18)
• Nurses share their knowledge and provide
  feedback, mentorship and guidance for the
  professional development of nursing students,
  novice nurses and other health-care team members
  (Code of ethics, 2008, p.19)

31
How to Overcome Bullying in the Workplace

• - In Nova Scotia, employers have an obligation to
  ensure a safe working environment for all of
  their employees.
• -Being safe at work includes measuring and
  reducing the risk of workplace violence.
• - The organization, employees, and the union must
  adhere to all professional, ethical, and moral
  responsibilities in order to create a healthy
  work environment. This will also protect
  employees against practices and actions that
  threaten their safety and well-being.
• (CRNNS, 2008)

32
How Managers Can Prevent Bullying

• Managers Should
• -- Assess bullying and develop preventive
  measures.
• -- Take measures to protect staff.
• -- Be sensitive and empathetic to the emotional
  and physical needs of their staff. Create an
  environment of respect and display open and
  constructive communication.
• -- Develop an organizational plan that increases
  employee awareness, provides support, and
  encourages individuals to speak out.
• 
  (CRNNS, 2008)

33
How Managers Can Prevent Bullying

• -- Deal with bullying promptly and handle
  conflict in an effective, creative manner.
• -- Take action whenever anyone is violent towards
  staff.
• -- Report and investigate.
• -- Develop a Violence Prevention Plan.
• -- Supply appropriate resources to prevent abuse.
• -- Take steps to restore the organizations image
  and well-being.
• 
  (CRNNS, 2008)

34
How to Prevent Bullying in the Workplace?How
Employees and Organizations Can Create a
Bully-Free Work Environment

• Belong to a legislation that grants employees the
  right to work in an environment that is free of
  fear and has no tolerance for bullying behavior.
• Adopt a zero- tolerance for bullying.
• Have a policy in place that defines what bullying
  
• is, and that outlines steps a victim must take
  to
• enact these policies.
• Observe firsthand the organization to determine
  the extent of bullying that exists in the
  workplace.
• 
  (CRNNS, 2008)

35
How to Prevent Bullying in the Workplace? How
Employees and Organizations Can Create a
Bully-Free Work Environment

• Encourage management and staff to attend
  workshops or conferences.
• Hold all individuals accountable for
  non-adherence to the professional standards of
  practice, code of ethics, and behaviors that
  support healthy workplace relationships.
• Support one another in order to reverse bullying
  behavior.
• Develop guidelines (or a chart) as a team that
  sets boundaries and describes how all individuals
  should be treated in order to create a healthy
  work environment/relationships.
• 
  (Rocker, 2008)

36
How to Prevent Bullying in the Workplace? How
Employees and Organizations Can Create a
Bully-Free Work Environment

• Ensure the dignity of all nurses at work, and
  respect and value the differences among nurses.
  Make use of the talents of all nurses.
• Lead by example and reward outstanding role
  models.
• Celebrating positive, bully-free work
  environments can decrease and prevent bullying
  behaviors.
• (Rocker, 2008)

37
Consider This

• What would you do if you were being
  Bullied?

38
How to Overcome Bullying

• Three Steps All Individuals Can Take to Stop
  Bullying
• Be aware of what bullying looks like.
• Complete a risk assessment to determine the level
  of bullying behavior in the workplace.
• Attend a workshop designed to educate everyone
  about bullying behaviors.
• (CRNNS, 2008)

39
Steps For An Organization To Take When A Bullying
Incident Arises in the Workplace

• The College of Registered Nurses of Nova Scotia
  (2008) advises organizations to
• 1. Follow the Violence in the Workplace
  Regulations produced by the Nova Scotia
  Department of Environment and Labour.
• 2. Change aspects of their culture that support
  bullying.
• 3. Develop zero tolerance workplace violence
  policies and unsure that they are enforced.
• (CRNNS, 2008)

40
How to Overcome Bullying

• The most important person in stopping
• bullying is the individual involved. They will
  need
• support from within and outside of the
• organization that enables them to maintain a
  positive
• attitude within themselves while successfully
  dealing with
• workplace bullies.
• (Rocker, 2008)

41
How to Overcome Bullying

• Nursing leaders can play an important role in
• communicating that bullying behavior will be
• replaced with respect.
• (Rocker, 2008)

42
In Conclusion

• Bullying is a very disruptive and negative
  behavior in the workplace and has many
  consequences on Nurses, Patients, and
  Organizations in the health care system.
• Nurses must be aware of the act of bullying and
  become familiar with measures to combat this
  situation.

43

• QUESTIONS?

44
References

• CNA (2008). Code of ethics for registered nurses.
  Ottawa, ON Author
• CNA (2008). Joint Position Statement Workplace
  Violence. Ottawa, ON Author
• CRNNS (2008). No More Violence Moving Towards a
  Violence Free Workplace in Health Care. Halifax,
  NS Author
• Moayed, F. A., Daraiseh, N., Shell, R., Salem,
  S. (2006). Workplace bullying a systematic
  review of risk factors and outcomes. Theoretical
  Issues in Ergonomics Science, 7(3), 311-327.
• Rocker, C. (2008). Addressing Nurse-to-Nurse
  Bullying to Promote Nurse Retention. The Online
  Journal of Issues in Nursing. Retrieved on
• January 11th, 2009 from
• http//www.nursingworld.org/MainMenuCategories/A
  NAMarketplace/A NAPeriodicals/OJIN/TableofContents
  /vol132008/No3Sept08/ArticlePre viousTopic/Nurseto
  NurseBullying.aspx