what is it and how do i stop it?. course created/authored by: jameelea popenhagen, cto ii15-jan-2013...

What is it and How do I stop it?

Course Created/Authored By: Jameelea Popenhagen, CTO II15-Jan-2013 Course Approved by & Date: Terry Goodall, Instructional Technology Specialist17-Jan-2013 David Layton, CTO IV17-Jan-2013 Annual Reviewer & Dates: Rhonda Haworth, CTO II14-Oct-2014 Assigned Catalog Code: DOC 501 Category : On-Line Supervisory Type of Training Credit : Supervisory and Safety Training Credit: 2 hours 0 minutes Approved Instructor(s): N/A / For classroom presentations: Certified DOC Instructors/Training Officers Target Population(s): All Department of Corrections Staff and Supervisors Delivery/Presentation Method: Self-Paced / Classroom Evaluation Procedures: None / Instructor Observation Data Sources: Agency Policies and Procedures / Safety & Health Assessment & Research for Prevention (SHARP) Copyright Clearance: Granted by Nan Yragui, Ph.D. SHARP (On-File)

Course Abstract The Department of Corrections is dedicated to its pursuit to protect the public, protect the employees, and protect the offenders. In doing so, the department embraces educating/training its employees on a wide variety of subjects including Workplace Bulling. Therefore, this course meets the DOC values & mission statement by employing best practices. Throughout this course, individuals will be given the tools to understand what bullying is, how to recognize different types of bullies in the workplace and understand various ways to stop workplace bullies.

Objectives: At the conclusion of this presentation, participants will be able to: Understand what bullying is; Identify the ten signs of being bullied; Recognize how bullying affects people; Recognize different types of bullies in the workplace; and Understand various ways to stop bullying in the workplace

What is Bullying? Workplace Bullying is repeated, unreasonable actions of individuals (or a group) directed towards an employee (or a group of employees), which are intended to intimidate, degrade, humiliate, or undermine; or which create a risk to the health or safety of the employee(s) Workplace bullying often involves an abuse or misuse of power Bullying behavior creates feelings of defenselessness and injustice within the target and undermines an individuals right to dignity at work

What is Bulling cont. Persistent unwelcome behavior, mostly using unwarranted or invalid criticism, nit-picking, fault- finding, also exclusion, isolation, being singled out and treated differently, being shouted at, humiliated, excessive monitoring, having verbal and written warnings imposed, and much more

Bullies! We hear about the bullies in our schools, on the school bus and at the local playground or park Our children come home and tell us how they are being bullied at school And statistics say.. while we were in school a very high percentage of us were bullied But what about those bullies that grow up but dont grow out of bullying They are now in the work place

Hurray for Iowa Sioux City Iowa is the first school district in the nation to address workplace bullying for their adult employees They have voluntarily created policies and credible enforcement procedures to purge destructive individuals But these pioneering employers are few and far between

A few More Facts In the U.S., where the practice is being studied, an estimated 37% of workers, or about 54 million people, have been bullied at the office, or repeatedly mistreated in a health-harming way, according to a Zogby International survey The percentage balloons to 49% of workers, 71.5 million people, when witnesses are included

History of Oklahoma Oklahoma was the 2nd state to introduce the Healthy Workplace Bill There is no current bill in 2012 Bill History 2009 Rep. Seneca Scott was the bill's prime sponsor. The bill was introduced as House Bill HB 1685. No hearing was held 2007 Rep. Gilbert introduced HB 1467. At the end of 2007 Rep. Gilbert "termed out" and left the legislature 2004 Rep. Darryl Gilbert introduced HB 2467. The bill was not passed by the House Commerce & Labor Committee Information about the HWB http://www.healthyworkplacebill.org/bill.php

What are my chances? Chances are if you work with others, youll be bullied at some point in your career A new study finds that nearly 37 percent of U.S. workers have endured a punishing boss or co-worker Many individuals would not label themselves as bully targets

What Do the Experts say? Experts say there is a general lack of awareness about bullying and the types of behaviors the term encompasses This often prevents people from realizing that a boss or co-worker is a bully There is also an element of personal shame involved For those who do the bullying, its not just the bully victim who feels the heat Witnesses; whether in the immediate area or in nearby cubicles are affected and show an increase in stress and overall dissatisfaction with their jobs

Ten signs of being Bullied!

Work Means Misery If you often feel like throwing up or are particularly anxious the night before the start of your workweek, there's a good chance you're experiencing workplace bullying, experts say. While few people look forward to Mondays, those that are a target of a bully, look at Mondays in despair. Many feel physically ill.

Stolen Work You've been working day and night for weeks on a project that's now getting good buzz at your office. If your boss or co-worker steals the credit, and has a habit of doing so, you're being bullied.

Impossible Schedule A workplace bully won't hesitate to change your schedule to make your life more difficult. If your boss always schedules last-minute late meetings on the days when he knows you're taking night classes or you have to pick up the kids, for instance, he or she may be a bully.

Sabotage A workplace bully may try to find ways to ensure that you fail at your job Examples include: changing rules on the fly that apply to your work; not performing tasks crucial to your success; such as signing off on details or taking calls

You Always Need Mental Health Days If it seems like all of your paid time off is being used for mental health breaks, to get away from the misery of your office, it could be because you're being bullied. Other signs include spending your days off feeling lifeless or your family members showing frustration over your constant obsessing about work.

You're Not Invited To Lunch Or Meetings If you feel like you're being singled out and/or isolated by your co-workers or boss, socially or physically, you are probably being bullied That can mean having your desk moved or not being invited to meetings or even lunch

Gossip and Lies A covert office bully is more likely to spread destructive gossip and lies about you and your performance, rather than scream at you in front of your co-workers. Failing to stop the spread of a rumor can be an act of bullying, too.

Remembering Your Mistakes If your boss or co-worker seems to keep a file of your mistakes and constantly refer to them, for no constructive reason, you're likely being bullied. Falsely accusing you of errors is another common tactic.

Lots Of Yelling Overt workplace bullies tend to make their feelings known by yelling If you are frequently screamed at, insulted or humiliated in front of others, you're probably being bullied. Bullies like to humiliate in front of co-workers

Constant Criticism If the criticism from your boss or co-worker never seems to stop, despite your history of objective competence and even excellence, a bully might be to blame Workplace bullies also tend to have a different standard in mind for their targets

People who are bullied find that they are: constantly criticized and subjected to destructive criticism (often euphemistically called constructive criticism, which is an oxymoron) explanations and proof of achievement are ridiculed, overruled, dismissed or ignored forever subjected to nit-picking and trivial fault- finding (the triviality is the giveaway) undermined, especially in front of others false concerns are raised, or doubts are expressed over a person's performance or standard of work - however, the doubts lack substantive and quantifiable evidence, for they are only the bully's unreliable opinion and are for control, not performance enhancement

Cont overruled, ignored, sidelined, marginalized, ostracized isolated and excluded from what's happening (this makes people more vulnerable and easier to control and subjugate) singled out and treated differently (for example everyone else can have long lunch breaks but if they are one minute late it's a disciplinary offense) belittled, degraded, demeaned, ridiculed, patronized, subject to disparaging remarks regularly the target of offensive language, personal remarks, or inappropriate bad language

Cont the target of unwanted sexual behavior threatened, shouted at and humiliated, especially in front of others taunted and teased where the intention is to embarrass humiliated by setting unrealistic goals and deadlines which are unachievable or changed without notice or reason or whenever they get near achieving them denied information or knowledge necessary for undertaking work and achieving objectives

Cont starved of resources, sometimes whilst others often receive more than they need denied support by their manager and thus find themselves working in a management vacuum either overloaded with work [this keeps people busy (with no time to tackle bullying) and makes it harder to achieve targets] or have all their work taken away (which is sometimes replaced with inappropriate menial jobs such as photocopying, filing, and/or making coffee) have their responsibility increased but their authority decreased

Cont are given the silent treatment: the bully refuses to communicate and avoids eye contact (always an indicator of an abusive relationship) often instructions are received only via e-mail, memos, or a succession of post-it notes subject to excessive monitoring, supervision, micro- management, recording, snooping etc. the subject of written complaints by other members of staff [most of whom have been coerced into fabricating allegations - the complaints are trivial, often bizarre (He looked at me in a funny way) and often bear striking similarity to each other, suggesting a common origin]

Cont forced to work long hours, often without compensation and under threat of dismissal find requests for leave have unacceptable and unnecessary conditions attached, sometimes overturning previous approval harassed by calls at home or on holiday, often at unsocial hours receive unpleasant or threatening calls or are harassed with intimidating memos, notes or emails with no verbal communication, immediately prior to weekends and holidays

Cont do not have a clear job description, or have one that is exceedingly long or vague; the bully often deliberately makes the person's role unclear sometimes the bully abuses their position of power to exclude any representative who is competent to deal with bullying subjected to unwarranted and unjustified verbal or written warnings

Cont facing unjustified disciplinary action on issues considered trivial or unfounded false charges, facing dismissal on fabricated charges, or flimsy excuses denial of the right to earn your livelihood that may include preventing you getting another job, usually with a bad or misleading reference

HOW BULLYING AFFECTS PEOPLE: Victims of bullying experience significant physical and mental health problems High stress; post-traumatic stress disorder (PTSD) Financial problems due to absence Reduced self-esteem

Affects Cont Musculoskeletal problems Phobias Sleep and digestive disturbances Increased depression/self-blame Family tension and stress

How to spot your workplace bully

Your department might show excessive rates of: staff turnover sickness absence stress breakdowns deaths in service ill-health retirements early retirements

Excessive rates cont uses of disciplinary procedures grievances initiated suspensions dismissals uses of private security firms to snoop on employees litigation including employment tribunals or legal action against employees

Types of Bullying

Pressure bullying or Unwitting bullying is: where the stress of the moment causes behavior to deteriorate When the person becomes short-tempered, irritable and may shout or swear at others Everybody does this from time to time, but when the pressure is removed, behavior returns to normal, the person recognizes the inappropriateness of their behavior, makes amends, and may apologize, and learns from the experience so that next time the situation arises they are better able to deal with it.

Organizational bullying is: a combination of pressure bullying and corporate bullying occurs when an organization struggles to adapt to changing markets reduced income cuts in budgets imposed expectations other external pressures.

Corporate bullying is: where the employer abuses employees with impunity knowing that the law is weak and jobs are scarce

Client bullying is: where employees are bullied by those they serve, teachers are bullied (and often assaulted) by pupils and their parents nurses are bullied by patients and their relatives social workers are bullied by their clients shop/bank/building society staff are bullied by customers. Often the client is claiming their perceived right (to better service) in an abusive, derogatory and often physically violent manner. Client bullying can also be employees bullying their clients.

Institutional bullying is: similar to corporate bullying and arises when bullying becomes entrenched and accepted as part of the culture People are moved, long-existing contracts are replaced with new short-term contracts on less favorable terms with the accompanying threat of "agree to this or else workloads are increased or changed roles are changed career progression paths are blocked, terminated, etc.

Serial bullying is: where the source of all dysfunction can be traced to one individual who picks on one employee after another and destroys them Most people know at least one person in their life with the profile of the serial bully Most people do not recognize this person as a socialized psychopath, or sociopath

Secondary bullying is: mostly unwitting bullying which people start exhibiting when there's a serial bully in the department The pressure of trying to deal with a dysfunctional, divisive and aggressive serial bully causes everyone's behavior to decline

Pair bullying is: a serial bully with a colleague Often one does the talking whilst the other watches and listens Usually it's the quiet one you need to watch Usually they are of opposite gender and frequently there's an affair going on.

Gang bullying is: a serial bully with colleagues Gangs can occur anywhere, but flourish in corporate bullying climates If the bully is an extrovert, they are likely to be leading from the front; they may also be a shouter and screamer, and thus easily identifiable (and recordable on tape and video-able) If the bully is an introvert, that person will be in the background initiating the mayhem but probably not taking an active part, and may thus be harder to identify.

Vicarious bullying is: where two parties are encouraged to engage in adversarial interaction or conflict Similar to gang bullying, although the bully may or may not be directly connected with either of the two parties One party becomes the bully's instrument of harassment and is deceived and manipulated into bullying the other party An example of vicarious bullying is where the serial bully creates conflict between employer and employee, participating occasionally to stoke the conflict, but rarely taking an active part in the conflict themselves

Regulation bullying is: where a serial bully forces their target to comply with rules, regulations, procedures or laws regardless of their appropriateness, applicability or necessity.

Legal bullying is: the bringing of a vexatious legal action to control and punish a person - is one of the nastiest forms of bullying.

Residual bullying is: the bullying of all kinds that continues after the serial bully has left the serial bully bequeaths a dysfunctional environment to those who are left This can last for years.

Cyber bullying is: the misuse of email systems or Internet forums etc for sending aggressive flame mails Serial bullies have few communication skills (and often none), thus the impersonal nature of email makes it an ideal tool for causing conflict Sometimes called cyber stalking

In environments where bullying is the norm, most people will eventually either become bullies or become targets. There are few bystanders, as most people will eventually be sucked in.

How do bullies select their targets? bullies are predatory and opportunistic - you just happen to be in the wrong place at the wrong time; being good at your job, often excelling being popular with people (colleagues, customers, clients, pupils, parents, patients, etc.) more than anything else, the bully fears exposure of his/her inadequacy and incompetence; your presence, popularity and competence unknowingly and unwittingly fuel that fear

Selection cont being the expert and the person to whom others come for advice, either personal or professional (ie you get more attention than the bully) having a well-defined set of values which you are unwilling to compromise having a strong sense of integrity (bullies despise integrity, for they have none, and seem compelled to destroy anyone who has integrity) having at least one vulnerability that can be exploited

Selection cont being too old or too expensive (usually both) refusing to join an established clique showing independence of thought or deed refusing to become a corporate clone and drone jealousy (of relationships and perceived exclusion there from) envy (of talents, abilities, circumstances or possessions) are strong motivators of bullying

Events that trigger bullying: the previous target leaves there's a reorganization a new manager is appointed your performance unwittingly highlights, draws attention to, exposes or invites unfavorable comparison with the bully's lack of performance (the harder you work to address the bully's claims of underperformance the more insecure and unstable the bully becomes) you may have unwittingly become the focus of attention whereas before the bully was the centre of attention (this often occurs with female bullies) - most bullies are emotionally immature and thus crave attention

Events Cont obvious displays of affection respect or trust from co-workers refusing to obey an order which violates rules, regulations, procedures, or is illegal standing up for a colleague who is being bullied - this ensures you will be next; sometimes the bully drops their current target and turns their attention to you immediately blowing the whistle on incompetence, malpractice, fraud, illegality, breaches of procedure, breaches of health & safety regulations

Events cont undertaking trade union duties suffering illness or injury, whether work related or not challenging the status quo, especially unwittingly gaining recognition for your achievements, eg winning an award or being publicly recognized gaining a promotion

Personal qualities that bullies find irresistible: popularity (this stimulates jealousy in the less-than- popular bully) competence (this stimulates envy in the less-than- competent bully) intelligence and intellect honesty and integrity (which bullies despise) trustworthy, trusting, conscientious, loyal and dependable well-developed integrity which you're unwilling to compromise

Qualities Cont you're always willing to go that extra mile and expect others to do the same successful, tenacious, determined, courageous, having fortitude a sense of humor, including displays of quick-wittedness imaginative, creative, innovative idealistic, optimistic, always working for improvement and betterment of self, family, the employer, and the world ability to master new skills ability to think long term and to see the bigger picture

Qualities Cont sensitivity (this is a constellation of values to be cherished including empathy, concern for others, respect, tolerance etc) slow to anger helpful willing to share knowledge and experience giving and selfless difficulty saying no Diligent industrious tolerant

The typical sequence of events is: the target is selected using the criteria above, then bullied for months, perhaps years eventually, the target asserts their right not to be bullied, perhaps by filing a complaint with personnel the bully, who uses their Jekyll and Hyde nature, compulsive lying, and charm to tell the opposite story (charm has a motive - deception) it's one word against another with no witnesses and no evidence, so personnel take the word of the senior employee

Sequence of events Cont once the target is gone new target is selected and the process starts again (bullying is an obsessive compulsive behavior and serial bullies seem unable to survive without a target even if the employer realizes that they might have sided with the wrong person in the past, they are unlikely to admit that because to do so may incur liability if legal action is taken

Whats the difference!

Example of Retaliation: Bullying differs from retaliation, which occurs after a person makes a complaint of illegal discrimination, and is then the subject of an adverse employment action or subjected to harassment because he or she made the complaint.

Example of Harassment: A male manager who makes unwelcome sexual suggestions to a female employee and touches her inappropriately.

Bullying! Bullying, on the other hand, is often directed at someone a bully feels threatened by. The target often doesnt even realize when they are being bullied because the behavior can be covert, through trivial criticisms and isolating actions that occur behind closed doors However; it can also happen in front of or within ear shot of co-workers to belittle, the target

Differences: Acts of harassment usually centre around unwanted, offensive and intrusive behavior with a sexual, racial or physical component Measures to identify and proscribe acts of harassment derive from the Sex Discrimination Act, the Race Relations Act and the law of assault Disability Discrimination Act (1996), the Criminal Justice and Public Order Act (1994) and the Protection from Harassment Act (1996) have also influenced attitudes towards harassment Significantly, the Protection from Harassment Act accords emphasis for the first time on the target's perception of the harassment rather than the perpetrator's alleged intent.

Differences: Harassment Bullying Has a strong physical component, such as contact and touch in all its forms, intrusion into personal space and possessions, damage to possessions including a person's work, etc Almost exclusively psychological (criticism), may become physical later, especially with male bullies, but almost never with female bullies

Differences: Harassment Bullying ends to focus on the individual because of what they are (female, black, disabled, etc.) Harassment is usually linked to sex, race, prejudice, discrimination, etc. Anyone will do, especially if they are competent, popular and vulnerable Although bullies are deeply prejudiced, sex, race and gender play little part; it's usually discrimination on the basis of competence

Differences: Harassment Bullying The person who is being harassed knows almost straight away they are being harassed Everyone can recognize harassment, especially if there's an assault, indecent assault or sexual assault The person being bullied may not realize they are being bullied for weeks or months - until there's a moment of enlightenment Few people recognize bullying

Differences: Harassment Bullying The harassment almost always has a strong clear focus (ex. - sex, race, disability) Harassment takes place both in and out of work Harassment is often domination for superiority The focus is on competence (envy) and popularity (jealousy) The bullying takes place mostly at work Bullying is for control of threat (of exposure of the bully's own inadequacy)

Why do People Bully? The purpose of bullying is to hide inadequacy. Bullying has nothing to do with managing etc.; good managers manage, bad managers bully. Management is managing; bullying is not managing. Therefore, anyone who chooses to bully is admitting their inadequacy, and the extent to which a person bullies is a measure of their inadequacy.

Bullies project their inadequacy on to others to: avoid facing up to their inadequacy and doing something about it avoid accepting responsibility for their behavior and the effect it has on others to reduce their fear of being seen for what they are, namely a weak, inadequate and often incompetent individual to divert attention away from their inadequacy - in an insecure or badly-managed workplace, this is how inadequate, incompetent and aggressive employees keep their jobs

Bullying is an inefficient way of working resulting in: Dis-enchantment De-moralization De-motivation Dis-affection Alienation Bullies run dysfunctional and inefficient organizations; staff turnover and sickness absence are high whilst morale, productivity and profitability are low

What Can we do about Bullying?

Regain Control: Recognizing that you are being bullied Realizing that you are NOT the source of the problem Recognizing that bullying is about control, and therefore has nothing to do with your performance

Take Appropriate Action Keeping a diary detailing the nature of the bullying (dates, times, places, what was said or done and who was present) Obtain copies of harassing / bullying paper trails Hold onto copies of documents that contradict the bullys accusations against you (time sheets, audit reports, etc.)

Other Actions Expect the bully to deny and perhaps misconstrue your accusations Have a witness with you during any meetings with the bully and have the witness write an incident report Report the behavior to an appropriate person

References Safety & Health Assessment & Research for Prevention (SHARP) - Research for Safe Work Reference Permission granted by Nanette Yragui, Ph.D www.LNI.wa.gov/Safety/Research Healthy Workplace Bill http://www.healthyworkplacebill.org/problem.php http://www.healthyworkplacebill.org/problem.php Chose who can, do and Chose who cant, Bully http://www.bullyonline.org/workbully/bully.htm Forbes http://www.forbes.com/2008/03/22/health-bullying-office-forbeslife- cx_avd_0324health.htmlhttp://www.forbes.com/2008/03/22/health-bullying-office-forbeslife- cx_avd_0324health.html

what is it and how do i stop it?. course created/authored by: jameelea popenhagen, cto ii15-jan-2013...

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