Post on 09-May-2015
description
Developing and integrating an intervention program to
prevent and combat bullying in daily practice
Margaretha Strandmark K
Professor
Karlstad University,Sweden
The research group – a collaboration between Public Health Sciences and Nursing
Margaretha Strandmark, RN, Professor GullBritt Rahm, Lic.
psychotherapist, PhD Ingrid Rystedt, MD, PhD Bodil Wilde-Larsson,
RN, Professor) Gun Nordström
RN, Professor)
An intervention study in collaboration with workplaces
Ongoing during four years Granted by AFA Insurance
A part of a larger research project
Definition of bullying
Repeated, systematic, negative, hostile and/or unethical actions over time, where one of the participants is in a disadvantaged position and cannot defend her/himself towards the others or the group.
Olweus 1992; Björkqvist et al., 1994; Leyman, 1996.
The aim
In collaboration with the workplaces, develop and implement an intervention program to prevent and combat bullying.
Research approach and sample The research approach was participatory and
community based. Based on questionnaire scores and the presence of
bullying problems, workplaces were selected, in collaboration with the upper level managers: two eldercare wards and one geriatric psychiatric ward.
Targeted occupational included assistant nurses, nurses, physicians, physiotherapists, occupational therapists, counselors and nurse’s assistants.
Interested employees voluntarily enrolled in the focus groups upon our presentation of the project.
Individual and focus group interviews
In the first focus group, we investigated how bullying was manifested in the workplace.
In the second focus group, we focused on intervention components which prevented and combatted bullying.
In the third focus group, we discussed the suggestions concerning the presented action plan, based on the previous interviews.
The interviews were analyzed according to Grounded Theory methodology (Charmaz 2006).
Preliminary findings
Zero-tolerance
Zero-tolerance
Zero-tolerance
Zero-tolerance Zero-tolerance
Zero-tolerance
Zero-tolerance Zero-tolerance
Value-systemAtmosphere
Awareness
Group collaboration
Conflict resolution
Organization
Co-workers
The head
Zero-tolerance (no bullying)
• The actors consist of the head of the wards, co-workers and the remaining organization.
• Work with the value-system, to be aware of the bullying, an open atmosphere, group collaboration, and conflict resolution are requirement to attain zero-tolerance against bullying.
Preliminary findings
These categories consist of a connection between feelings and rational arguments.
Sometimes, there are discrepancies between the ideal and the reality.
The head of the ward has an intermediate position in which she/he will be a listener, be emphatic, be resolute and call for demands.
The co-workers have a responsibility to behave professionally towards patients, clients and the head of the ward.
The executive level of the organization is a ‘black box’, and the co-workers experience unfairness concerning staffing, work load, and employments.
The actors’ roles
A humanistic value system
• Respect others’ opinions, not listen to rumour• Tolerate that people are different• Concern about the others, be more sensitive,
and engage in an empathic view • Reducing the values of depreciate and
disloyalty against established decisions show a contradiction and disrespect
Awareness about bullying Behavior – rumor, deceit, stigmatization,
freezing out, own interpretation Feelings – alone, outside, insulted,
deterioated self-esteem, afraid, angry Cause – not work well, different, push
away people, go their own way Conscious malevolent or un-conscious
habit
An open or concealed atmosphere
Open – allowable environment, safety in the group, talk freely
Concealed – stuck in the walls, pressed atmosphere, afraid, un-safety, suspicious
Collaboration within the group and between groups
Support over limits Creation of mutual routines Building clicks Informal chiefs
Conflicts resolution
Put the foot down Play down with humor Compromises Not increase the conflict
Intervention program
From the findings of the interviews an intervention was developed. Desires from the first focus group.
a) a half day lecture about bullying, conflict management, communication, feeling of shame.
b) we also discussed in small groups with all employees using playing-cards containing bullying situations and possible solutions.
Example from the playing cards ’Mobilizing against bullying’
Situation: You see a colleague in the corridor, far away. Suddenly, the colleague changes the direction and takes the step downstairs without looking at you.
How do you react?
a)Ask the colleague if she/he did not see you.
b)Become sad and say nothing.
c)Complain on the colleague to other colleagues.
d)Something else?
Intervention program
c) From the separate interviews and the two first focus groups interviews a suggustion for a concrete action plan was compiled.
The plan included the value-system, the recognition of bullying and the calling out of problems, a treatment which creates confidence and trust, conflict management, the roles of supervisor’s and the co-workers’, the dynamics of group processes, and the arenas to keep the discussions alive.
c) The action plan has been presented and discussed in the steering groups at the workplaces.
Follow-up the action plan at the workplaces
All employees shall sign the action plan. New co-workers are assigned a mentor. The head of the ward is responsible for
the plan is followed. The participants of the focus groups are
responsible for keeping the discussions alive.
Conclusion
Zero-tolerance against bullying shall prevail. Through a humanistic value-system, the head of the ward, the co-workers and the remaining organization work together towards this goal, by being aware of the bullying, having an open atmosphere and good collaboration in groups, and by resolving conflicts. These factors are necessary to prevent and combat bullying.
Thank you for your attention!Margaretha.Strandmark@kau.se