WORKPLACE BULLYING

Presented by Group E: Charlotte Baker, Janice Battinelli,

Laycee Gaul, Crystal Haines, Carlyle Morel, Cladise Slaughter, Ashley

Teyechea, & David Woods Social Responsibility

SOCI 4080-10 Instructor: Professor Ginger Devine

KEY RESEARCH QUESTIONS

What is workplace bullying? How does workplace bullying occur? What motivates the bully? What types of people are at risk for becoming

targeted? What are its effects on victims, observers, &

businesses? What can be done about it? How can social change agents help combat the

problem?

What is Workplace Bullying?

Too complex to have a universal definition

Repeated stress inducing

actions toward another

Passive, active, overt, or covert actions that intimidate, degrade, humiliate, or undermine another

Creates feeling of defenselessness

Workplace Bullying Can Be Subtle or Obvious and

Include: Spreading malicious rumors, gossiping Undermining or intentionally impeding

another’s work Blame or unwarranted criticism

without factual justification Exclusion, social isolation Excessive monitoring, micromanaging,

unwarranted punishment Blocking training, leave or promotion

Workplace Bullying is NOT:

A strict supervisor Consequences for poor work

performance Warranted demotion, discipline,

counseling, or termination

How Does

Workplace

Bullying Happen?

Ignorance of the issue Bully supported through

action or inaction of management

Stressed employees taking frustrations out on others

No system of reporting or protection for victims

Lack of recognition and anti-bullying laws worldwide

How Do Targets Handle Bullying?

Targets accept the bullying behavior as part of employment

Victims fear retribution or losing position for making waves

75% of victims end bullying behavior only by leaving the company entirely

Bullies work to psychologically &

systematically wear the target

down to:

Ensure own job security

Further own career

Exert or gain a sense of power

Instill fear in the target or observers

Work Environments Can

Perpetuate Bullying

Motivations for Bullying

Personal prejudices harbored against others Prevent advancement opportunities for

target

Create a scapegoat for workplace stressors such as company downsizing, unreasonable work demands or work overload

Create social isolation for target

Bully-Target RelationshipsTop-down: managers and

supervisors who bully subordinates

Horizontal: peers who bully co-

workers in similar job positions

Bottom-up: workers who bully

supervisors or managers

Target Risk Factors Perceived as threat to job

security or advancement

Negative interpersonal relationships or role conflicts

High risk job sectors or level of employment

Viewed as weak or easy to victimize

Diversity Issues:

Race, culture, ethnicity, national origin, religion

Age, gender, personality traits, physical characteristics

Sexual orientation, gender identification

Statistics by GenderThe following chart denotes the percentages of: men bullying men women bullying women, men bullying women women bullying men

High Risk Race Statistics

Effects of Bullying on the Victim

Stress & job dissatisfaction

High absenteeism

Hyper-vigilance

Psychological and psychosocial distress

Job loss

3.6% 9.8%

14.6%

22.6%

49.4%

Under 1 month 1-3 Months 3-6 Months 6-12 Minths Over one year

Suicide: 50% of surveyed

individuals reported contemplating suicide; 20% later succeeded

Victims of bullying are three times more likely to

experience depression than the average

individual

The impact of bullying on victims has been found to

correlate with the diagnostic criteria of Post-Traumatic Stress Disorder

and anxiety

Workplace Bullying has devastating

effects on the target!

Observers & The Bystander Effect

“Bystander effect" - the idea that observers stand by, unwilling to assist someone in need

of help

• 12% of observers report that they have witnessed bullying

• Bystanders fear that the workplace bully will turn on them

In order for bystanders to feel comfortable

enough to intervene, they need to know they can do something about it. Witnesses need to feel empowered and supported when they

report bullying behavior.

Bystander Effect & Mobbing

Fear of becoming targeted causes observers to join

forces with the bully, resulting in mobbing.

“Workplace mobbing” is an issue in which a group of people gang up on a

target without retribution for their

actions.

Impact on Businesses

Billions of dollars lost worldwide

each year due to:

High employee turnover

Decreased productivity

Low job satisfaction

High absenteeism

Use of work computers &

technology extends behavior into

cyberspace, sullying business reputation

Benefits of a Zero-Tolerance Policy

Improved staff satisfaction, retention

Enhanced reputation for the business

Creates a culture of professionals, role models

Improves work safety, quality

Greater staff willingness to report

Reduced liability, risk management

A more civil, productive, desirable workplace

% employeeturnover

% employeesreportingchronic stress

% employees seeking work

eleswhere

% employees who would

recommendas a good

placeto work

% employeesatisfaction

0

10

20

30

40

50

60

70

80

APA's 2010PHWA awardwinners

U.S.Average

19%Differenc

e

13%Differ-ence

8%Differ-ence

32%Differenc

e

11%Differenc

e

Psychologically healthy workplaces have lower turnover, less stress &

higher job satisfactionSources: American Psychological Association, U.S. Dept. of Labor

Bureau of labor statistics, 2009

Solutions to the Problem

Employees:

NEVER become a bully under any circumstances

Recognize when you are being bullied, realize it is not your fault

Alert management immediately

Ask witnesses to testify that they observed bullying

Solutions to the ProblemEmployers:

Provide conferences or workshops to educate and empower

Create & enforce a zero tolerance anti-bullying policy

Determine & enforce possible courses of action for bullying behaviors

Promote & endorse anti-bullying legislation

Enacting Anti-Bullying Policies

Employers must establish and enforce strict guidelines

Have employees submit a signed statement regarding commitment to abide by conduct rules

Encourage reporting

Have focus groups to “conduct surveys” to be analyzed regularly

Training & EducationThree levels of intervention for bullies,

victims, and observers:

Informal Intervention: conduct interviews to discuss events, listen to responses, get perspectives of all people involved

Awareness Intervention: Compilation and divulge complaints from data in a supportive manner to raise awareness

Authority Intervention: specify behaviors that need improvement, give timeline to improve behavior

Support Services

Employers can support victims, observers, and bullies by:

Offering healthcare support, evaluation, treatment plans & wellness programs

Providing training on professional behavior

Participating in the recovery of those who experienced or witnessed disruptive bullying behavior

YOU Can Help by Becoming an Agent of Social Change

Recognize and report Workplace bullying when it occurs

Help educate others and create awareness

Volunteer to help the State Coordinators enact the Healthy Workplace Bill

Become a citizen lobbyist or state coordinator

Assist employers in creating a anti-bullying policy

Endorse the Healthy Workplace Bill: http://www.healthyworkplacebill.org/

Expected OutcomesRecent recognition of the problem and

increasing awareness are improving the future outlook of this issue.

Companies worldwide are establishing annual training courses and codes of conduct regarding workplace bullying

A safe and comfortable work environment where all employees feel secure and able to be productive is the ultimate goal

5-10 years will likely not see the eradication of this issue, however, each individual commitment can contribute to overall social change

Victim Impact Statement

“As a victim who was fired for being a victim, I am absolutely incensed at the injustice and inhumanity of executives and managers who let this continue!

As a victim who has suffered many of the debilitating symptoms of bullying, I am sickened by the hypocrisy of company "codes of ethics and conduct".

Signed, a victim

Conclusion

Workplace bullying is a serious, yet preventable, problem that results in harmful

effects victims, witnesses and businesses alike

There are currently few laws against workplace bullying but companies and

individuals choosing to take a stand can have a huge impact and work toward its

elimination

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