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Kathleen Deery, PhD, CRCDept of Rehabilitation and Counseling
UW-Stout
Workplace Bullying
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Repeated, unreasonable actions of individuals (or a group) directed towards an employee, which are intended to intimidate, degrade, humiliate, or undermine
(source: Workplace Bullying Institute)
Bullying:
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Verbal abuse
Threatening, humiliating, or
intimidating behaviors
Work interference (sabotage)
Ostracizing behaviors
Destructive, persistent gossip
Exploitation of a known psychological
or physical vulnerability
Includes:
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Incivility, Harassment, or Bullying ?
Are We Talking About…
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Social mistakes/rudeness, not expressly done to affect another person
Incivility
• Not targeted toward an individual
• Rarely trigger stress in the person who experiences it
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A form of discrimination
Physical or verbal conduct demonstrating hostility toward a person because of a “legally protected status”
Harassment
Age, Gender, Race, Color, Religion, Sexual Orientation, National Origin, or Disability
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Repeated, intentional mistreatment of an individual by others that prevents getting work done
4x more common than harassment
Workplace Bullying
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Persistence
RepetitionDuration
Defining Features
Occurs Frequently (weekly, daily)
Extends Over Long Periods Of Time (>
6mos)
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Unwarranted or invalid criticism
Blame without factual justification
Treated differently than the rest of work peers
Exclusion or social isolation
Being shouted or sworn at
Public humiliation, often under the guises of ‘teasing’
Excessive monitoring or micro-managing
Being given work with unrealistic deadlines
Examples
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35% of all adult Americans reported either being bullied now or at some time in their careers
Targets58% Women48% Persons with Disabilities*
40% Hispanics and African Americans
Who's Affected?
Source: US Workplace Bullying Survey (Namie, 2010)* British Survey of Workplace Bullying (Lewis, 2008)
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Gender Differences
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They feel threatenedThey lack a sense of controlIt is tacitly accepted in the workplace culture
Why Does Someone Bully?
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Age
Parental status
Probationary work status
Family/external obligations
Being ‘different' from majority group
Personal Risk Factors
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Clever, Poised & ArticulateMethods are very subtle, disguised with all the
right behaviorsBelieve the ends always justifies the means
Business SavvyProvide the appearance of successLook like super-performers to superiors (not peers)
Outwardly SuccessfulPromoted in environments that value productivity
over creativity
Portrait of a Bully
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Experienced & Independent
Technically Skilled Better liked, more social skills, and greater emotional
intelligenceThey have empathy (even for their bullies)
Ethical & Honest The most easily exploited targets are people with a desire
to help, heal, teach, develop, nurture others
Non-Confrontational
Refuses To Be Subservient When targets take steps to preserve their dignity, bullies
escalate their campaigns to regain control
Portrait of a Target
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Two Headed Snake• Suck up to superiors while bullying subordinates
Constant Critic• Always finds fault with someone
Screaming Mimi• Angry, inconsistent mood• Intimidates through public shaming
Gatekeeper • Micromanager• Feels need to document every little problem
Com
mon
Bu
llyin
g
Sty
les
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1. Organizational ChangeMajor internal restructuringTechnological change
2. Workplace Relationships Inadequate information flow between org. levelsLack of employee participation in decision-making
Institutional Risk Factors
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3. Work Systems High rate & intensity of work Staff shortages Interpersonal conflict Role ambiguityLack of policies about behavior
Institutional Risk Factors
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“An employee has a 66% chance of losing
their job once targeted”
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Steps and Solutions for Positive Change
What Can I Do?
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Acknowledge the problem & label it
Promote resiliency through supportFocus on enhancing mental and physical health
Re-energize and regroupTake time off if necessary
Step 1: Safety First
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Research legal optionsDiscrimination plays a role in 25% of cases
Document everything (no matter how small)Gather data on impact of bullying
Economic and social losses
Begin search for a new job
Step 2: Do Your Homework
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Talk to your supervisor (or their supervisor) and share documentation
File a formal complaint with HRStick to the factsEstablish a timeline for investigation and response
Give the employer one chance to effect change
Step 2: Present Your Case
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Establish a workplace anti-bullying policyEnforce the policy
Educate and Train Staff
Provide restorative interventions for employeesReassurance
Counseling
Step 4: Never Again
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Don’t confide in coworkers unless you are absolutely sure of their loyalty
Only share documentation with HR or person you’re reporting the complaint to
Be wary of EAP counselors’ level of confidentiality (varies by organization)
Be prepared to walk away if issues aren’t resolvedDo you really want to work in that environment anyway?
Tips for Self-Protection
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Workplace Bullying Institute www.workplacebullying.org
Overcoming Workplace Bullying www.overcomebullying.org
Kick Bully http://www.kickbully.com/
Resources