Bullying in the Workplace

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Bullying in the Workplace

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Title: 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
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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
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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
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