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Workplace Bullying

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Title: 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

5
Who?
  • Employee / Manager
  • Manager /Employee
  • Peer / Peer (or Peer Group to Peer)
  • Customer / Employee
  • Employee / Customer
  • Expert Advisory Group

6
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.

10
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

11
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

16
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

17
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.

18
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

19
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
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