The Impacts ofWORKPLACE BULLYING

Sharlene ChadwickKnowledge Series| 28 May 2013 | SydneyAustralasian College of Health Service Management

Workplace Bullying• Repeated less favourable treatment of a person by another or others in

the workplace. • May be considered to be unreasonable and inappropriate workplace

practices. • It includes behaviours which intimidate, offend, degrade or humiliate

others.

Use power attributed to status, skills or position

Both men and women can be involved

Can occur between workers-managers; managers-

supervisors; co-workers

Bullying behaviours Learned from our interactions and experiences Relationship issue therefore needs a relationship solution Complex social issue requires integrated response

Types

Face to face (direct)

Covert (indirect)

Cyberbullying

Have you ever been bullied? Have you ever bullied another? Have you witnessed bullying behaviours in the workplace? What is the difference between bullying behaviours and performance

management?

Share with a partner

Bullying or performance management

constant fault finding and criticism

refusal to acknowledge an employee and their contributions and achievements

being isolated and separated from colleagues, overruled, ignored or sidelined

being patronised in front of others

being shouted at in front of others

Abusive, insulting or offensive language, texts and emails

Undue criticism Excluding, isolating or marginalising Withholding vital information Unreasonably overloading with work or

not providing enough work Unreasonable treatment in accessing

entitlements

Unreasonable timeframes or constantly changing deadlines

Setting tasks not suitable to level of competence

Denying access to information or resources

Spreading misinformation or malicious rumours

Changing work arrangements

1:5

Statistics and facts

workers bulliedeach week

50%are bystanders, witness bullying

22%resigned rather than reporting

2.5milexperienced workplace harassment

25%bullied in previous 6 months

FREEACCESS

bullied at some time in the workplace

74%

productivity

Impacts

decreases

absenteeism

increases in staff

turnover

increases in staff

moralepoor amongst staff

financiallegal costs, worker’s compensation or management time

Issues for people online

Cyberbullying Selfies Digital reputation Digital citizenship

Increased use of tobacco, alcohol and other drugs

Increase mental health problems – depression and anxiety

Miss or skip work or unexplained absences

bystander >

Abuse alcohol and other drugs

Instigate arguments and vandalise property

Engage in early sexual activity

Criminal convictions and traffic offences

Abusive towards partners and children

person bullying >

Depression and anxiety

Increased feeling of sadness and loneliness

Changes in sleep and eating patterns

Loss of interest in activities

Health complaints

Decreased achievement and motivation

person being bullied>

Long term consequences

people who were bullied in childhood are 4 times more likely to have an anxiety disorder as adults

bullies who were also bullied are 14.5 times more likely to develop panic disorder as adults and 4.8 times more likely to experience depression

men who were both bullies and bullied were 18.5 times more likely to have had suicidal thoughts

women who were both bullies and bullied were 26.7 times more likely to develop agoraphobia

bullies who were not bullied were 4.1 times more likely to have anti-social personality disorder

boys who are bullies and bullied are likely to suffer from mental health issues when they reach adulthood (Bradshaw 2013 n:1420)

People who engage in bullying Feel disconnected

Less friendly and cooperative

Level of peer acceptance but are disliked

High self esteem

Lower levels of empathy

People who are bullied

Feel disconnected

High levels of emotionality

Less well acceptance by peers

Low self esteem

Non assertive and socially withdraw

Lack confidence and skills in social interactions

Protective factors

Social connectedness is particularly important for people in their workplace.

Increase the range ofprotective factors by:

Teaching people social and emotional skills

Develop empathy amongst people

Fostering positive relationships with colleagues

Encouraging reporting behaviour

Teaching people knowledge and skills to deal with bullying behaviours

key factors

identify issues early

manage conflict before it escalates

relationship manage

Showing them empathy, support and letting them know they’re not alone

be a support >

Help the person move to a safe place where the bullying may stop

report to a supervisor >Supervisors can intervene or stop it when it’s occurring or validate the person being bullied by listening

find a safe place >

Bullying is not acceptable and we need to demonstrate positive ways of behaving and interacting with each other

be a role model >

The behaviour is encouraged by an audience or laughing.

Let the bully know what they are doing is not acceptable or condoned.

don’t be a spectator>

whole-systems

valu

es

redesign social interactions focus on wellbeing

leadership committment

culture and ethosstrengths based

policies and procedures

targeted support

intervention and prevention programs

positive behaviour support

promote positive interactions

method of shared concerned

restorative

practices

Approaches

Engaging people

in decision makingand projects

Enhancement of

physical environment

Professional development

Counselling forindividuals

Workpartnerships

Positive and respectful relationships are maintained

Approaches

Preventionto decrease the likelihood of bullying and conflict arising

Responseto ensure everyone in the organisation is responding in an appropriate way when they see bullying or conflict occurring

Support and Review to support those who may be affected by workplace bullying and to take active steps to stop it occurring again

Approaches

The organisation’s stand in relation to bullying behaviours

organisation’s stand >

Staff, managers, supervisors. Including provision for technology.

clear definition >A clear definition of bullying behaviours which is global rather than a list of specific behaviours

rights and responsibilities >

Positive strategies in place to counter bullying behaviours

positive strategies >

Procedures in place for reporting and dealing confidentially with bullying incidents

procedures >

Legal Not unlawful under federal and state anti-

discrimination legislation (unless based on age, sex, race or disability)

Occupational Health and Safety legislation –promote health and safety in the workplace

Industrial Awards

Fair Work Amendment Bill 2013

Australian Workplace Agreements

Certified Agreements

Common Law

Employers – need to eliminate or reduce risks to employee health and safety

Complaint procedures

Grievance procedures

Supervisors or managers

Unions

Organisations ie JobWatch

Contact details

Sharlene Chadwick

sharlene.chadwick@achsm.or

g.au

Sharlene Chadwick

@sharlenechadwic

Sharlene Chadwick