Workplace Bullying

1
Workplace Bullying

• Effects on the individual and the workplace
• Moira Liddane
• Nora Hamill

2
Definition2001 Task Force

• Workplace Bullying is repeated inappropriate
  behaviour, direct or indirect, whether
  verbal,physical or otherwise, conducted by one or
  more persons against another or others, at the
  place of work and/or in the course of
  employment,which could reasonably be regarded as
  undermining the individuals right to dignity at
  work.
• An isolated incident of the behaviour may be
  an affront to dignity at work but as a once off
  incident is not to be considered as bullying.

3
Scope of the Problem

• The issue of bullying is a problem in the
  workplace with potentially serious effects for
  both the alleged victim of bullying and for the
  employer.For the alleged victim
  stress,ill-health,low productivity and serious
  career difficulties are common impacts. For the
  employer a dysfunctional workplace, poor
  morale, industrial relations problems and
  litigation are all common impacts.
• Expert
  Advisory Group
  
  
  

4
Why do people bully?

• Bullies bully because they can

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Who?

• Employee / Manager
• Manager /Employee
• Peer / Peer (or Peer Group to Peer)
• Customer / Employee
• Employee / Customer
• Expert Advisory Group

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Types of Bullying Behaviour

• Exclusion
• Verbal abuse /insults
• Physical abuse
• Less favourable treatment
• Intrusion (pestering,spying, stalking)
• Threats

• Undermining
• Excessive monitoring of work
• Humiliation
• Withholding work-related information
• Repeatedly manipulating job content/targets
• HSA Code of Practise

7
What is not Bullying Behaviour?

• Bullying at work does not include reasonable
  and essential discipline arising from the good
  management of the performance of an employee at
  work or actions taken which can be justified as
  regards the safety, health and welfare of the
  employees.
• HSA Code of Practise

8
Examples of staff relations difficulties

• bullying, intimidation, victimisation, verbal
  abuse, sexual harassment
• lack of consultation, discussion and involvement
  in decision making
• lack of decision making or indecisiveness
• unwillingness to co-operate with school policy
• cliques among staff.

9
Examples of difficulties (cont.)

• lack of co-operation with newly/ promoted
  postholders/ principal
• introduction of sweeping changes
• personality factors
• staff uncertainty or lack of support
• favouritism, fear, being undermined.

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What is the extent of bullying?

• 1 in 14 Irish workers (ESRI Survey 2001)
• 27.2 (once/twice) 14.6 (often) 41.8 (Trinity
  Survey 2001)
• 44 - INTO Survey 2006

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Where is it most prevalent?

• Education Sector
• Health Sector
• Construction

12
Why Schools?

• Lack of Promotional Prospects
• Lack of Mobility
• Perception of Teaching as Vocation
• Ambiguity about Roles
• Authoritarian Culture
• Problems with Leadership
• Isolation in Classroom

13
Why Schools?

• Increased stresses on schools/teachers
• Policy overload
• Autonomy Lack of Training for Principals
• BoM Chairperson no training or qualifications
• Voluntary transient nature of BoM

14
Effects on Individual

• Physiological
• Psychological
• Behavioural
• Social
• Economic
• P.T.S.D.

15
Effects on the Workplace

• Reduced Efficiency
• Atmosphere of Tension
• Turnover of Staff
• Increases Absenteeism
• Low Morale
• Litigation

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Bullying Prevention Policy Key Elements

• Declaration of Right to Dignity at Work
• Assessing Risk Preventive Measures Good
  practise
• Consultation and regular review
• Complaints dealt with promptly Timeliness
• Training

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Recommended Good Practice

• internal communication
• processes of decision making
• effective school policies and procedures
• eliminating unacceptable procedure
• mutual respect
• a sense of fairness
• conflict resolutions.

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How can you deal with being bullied?

• Do not blame yourself
• Keep calm under vebal attack, respond quietly
  coherently
• Do not hide the fact, ask colleagues,joint action
• Written record
• Confront the bully. Ask them to stop
• Seek advice, initiate procedure

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How to Prevent Bullying

• Promote a Positive Work Culture. Dignity at Work
  everyones entitled to it and were obliged to
  uphold it.
• Bullying is unacceptable-clear real revisited
  policy and robust procedures timeliness crucial.
• Name it, challenge it, report it- bullying
  thrives on silence