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WORKPLACE BULLYINGThe Elephant in the Environment

A NEW ZEALAND PHENOMENON

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NEW ZEALAND

ONE OF THE MOST DESIRABLE COUNTRIES TO LIVE

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1:5

THE STATISTICS

People experience bullying in New Zealand workplaces1

1 http://www.massey.ac.nz/massey/-chef-butyoure-a-bully-15-04-2010

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New Zealand has the highest rates of family violence in the western world 2

THE STATISTICS

2 http://www.areyouok.org.nz/family-violence/statistics/

of family violence incidents are NOT reported to Police280%

NG1

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We know:

• New Zealand has the 2nd highest rate of workplace bullying

in OECD but we are yet to quantify the cost

• Workplace bullying costs Australians up to $36(A) billion

each year. 3

32010 Productivity Commission Report

THE COST

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1. What is Bullying?

2. The Bully

3. The Target

4. Bystander Role and Impact

5. Organisation Impact

6. The Antidote: Solution Focused Wellbeing Strategy

WHAT WE WILL COVER

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WHAT IS BULLYING?

Bullying is persistent intentional abuse by a bully that endangers employee health, destroys careers,

and impacts families.

Bullying is non physical (usually) workplace violence. It is abuse causing psychological injury and stress

related health issues. 4

Bullying is costly to businesses, and organisations’. Bullies are to expensive to keep.4

The destructive power of workplace bullying comes from secrecy, denial and normalisation of the Bullies violence (and bullying culture)4

4 Derived –Drs Gary & Ruth Namie WPBI)TheArtOfWellbeing©

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BULLYING IS

• Deliberate abuse of the rights of others to gain control of the situation and the individuals involved 5

• Deliberate and personal use of intimidation and manipulation to get the bully’s their way. 5

• A continual and relentless attack on other peoples self-confidence and self-esteem6

• The intention to inflict pain in whatever form the bully selects…7

5Sam Horn (2002:3)6Tim Field7Peter Randall (1997:4)

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BULLYING IS

• Perpetrated by:

• management/leadership (app.75%),

• peers

• team member to management

• board members

• clients

• stakeholders

• contractor relationships

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BULLYING IS NOT

• A personality issue

• Conflict between individuals

• A one off harassment issue

• A mediation or conflict resolution issue

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BULLYING IS NOT

• Normal and reasonable performance expectations

• Firm and fair management and leadership

• Implementing healthy boundaries

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FAMILY VIOLENCE

Emotional, psychological and physical harm = violence

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WORKPLACE VIOLENCE

Emotional, psychological and physical harm = violence

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THE BULLY’S CHARACTERISTICS

Is charming and nasty (Jekyll and Hyde)

Grooms the target – engages, develops trust and then uses power and control

to harm his/her chosen Target(s)

Recruits supporters from management, human resources, team and hides bullying

behaviours and intent from significant influencers

Lies, manipulates, undermines, humiliates, criticizes, spreads rumours, excludes and

isolates, publicly belittles, yells, intimidates and demeans targets. – usually overtly

projects the harm

Sets unreasonable workload, tasks, deadlines

Reduces resources, withholds important information, withdraws support

THE BULLY

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THE BULLY’S CHARACTERISTICS

The bully uses repeated and unreasonable manipulation of organisational processes to harm and eliminate her/his chosen target

Micromanages the TargetDamages the Target’s reputation

Blocks Targets communication with significant persons

Refuses leave, blocks training

Uses performance management to accuses with nil evidence

Belittles the Targets expertise, ideas, information then claims as their own

Blocks Targets communication with significant persons

Blocks promotion for Target

Is difficult to approach

Plays victim and denies if confronted with behaviours, blames target

THE BULLY

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THE BULLY’S CHARACTERISTICS

The bully will persist in behaviours until target leaves or is professionally and personally diminished and destabilised, pushed to leave.

Within approximately 24 days of the target leaving the bully will have chosen another Target

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THE TARGET’S CHARACTERISTICS

Visionary, ability to look at big picturePrefer to solve conflict through non-violent dialogue

Intelligent

A strong forgiving streak and desire to think well of others

High coping skills under stress

Helpful and willing to share experience and knowledge

Good sense of humourHigh moral standard, incorruptible

Dislikes abuse of power in those with Authority

Creative, innovative, imaginative

Target

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THE TARGET’S CHARACTERISTICS

Resilient

• Emotional intelligence, compassion and Empathy

Competent, successful, determined, courageous, resilient

Good networkers

Liked by others• Often exemplary work histories

Effective leadership qualities

Honest and ethical

Target

A threat to the Bully

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THE TARGET EXPERIENCE

Confusion about your relationship with someone –something doesn’t feel right.

Fulfilling one day and confusing and complex the

next

You feel negative emotions around a person – uncomfortable talking to

them. Feeling frustrated, undermined, disrespected.

Feel the person puts you on the spot when

you have done nothing wrong

Feel undermined,

start to doubt self and abilities

Feeling anxious and fearful about

coming to work

Confused about feeling isolated

or being shunned by other peers

You Feel Traumatised

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THE TARGET EXPERIENCE

You have to keep your guard

up and watch your back

You feel huge pressure to work overtime, do things

you don’t want and become anxious about

making mistakes

Your thoughts are overwhelmed by fear,

criticism, failure, embarrassment, shame

or humiliation

Feeling anxious and fearful

about coming to work You don’t trust

your decisions anymore

You Feel Traumatised

You become aware your productivity is affected your

clarity of mind is being impacted – you are aware you

are making increased mistakes

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THE TARGET EXPERIENCE

TheTargetusually leaves

If not supported to heal the Target may end up in the same situation again

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If the Bully leaves, they ensure the Targets reputation is damaged resulting in an ongoing negative impact for the Target.

THE TARGET EXPERIENCE

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THE BYSTANDER

Those observing can also suffer harm. Where the Bully flourishes there will be:

• A hostile, toxic, behaviourally addictive work environment

• Decreased worker health and wellbeing, motivation, performance and commitment

• Workers attending work while sick (presenteeism)or taking more sick leave

• Possible increased work turnover

• Fear and anxiety – will they be the next target

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BYSTANDER

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THE ORGANISATION

• The Organisation is the people in the workplace – not a separate entity

• The Culture is the behavior choices of the people in the workplace

• The system is the people in the workplace and how the people choose to work, relate, and interact

• People formulate processes, policies and practices

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THE ORGANISATION

• Workplace bullying continues because of the Bullies choice of behavior and the choices of behavior of the Bullies recruits and bystanders and enablers.

• Human Resource personnel usually have an allegiance to Management. 75% of bullies hold management or leadership positions

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• There is constant change; repetitive cycles of change – names, processes, systems

• There is a history of mistrust and fear in the organisation

• Positional power and status thrive is important

• Where senior management follow different rules

THE ORGANISATION

(Acknowledgement – Andrea Needham)

Bullies thrive in workplaces where:

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• Policies are not implemented or followed

• Policies, process and procedures are written by those who:

haven’t experienced bullying,

don’t understand bullying

are the Bully

• The needs and opinions of Employees are not valued or of interest

• Human Resources align with and support the Bully

THE ORGANISATION

Bullies thrive in workplaces where:

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• reward bullies

• not believe the Target and believe the Bully

• hide and promote bullies – Often seen as tough management and “The Bully gets things done”

• recruit more of the same

• blame the target for leaving “they can’t cut it here”

THE ORGANISATION

Cultural workplace norms are developed and reinforced over time. It becomes normal to:

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• High costs to Organisation

• Exposure to fines, up to $500,000 or up to 2 years imprisonment8

• Health and safety damages for the target

THE ORGANISATION

There are consequences:

8Health & Safety at Work Act 2015

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THE ORGANISATION

Bullying is a health and safety issue for organisations

The bully is a health and safety hazard

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• Brain changes due to negative stress and trauma

• Stress causes chemistry change to cells and impacts risk of disease 2.

• Gut impact

• Reproductive impact

• Immune depletion

1.Dr Gary and Dr Ruth Namie

2. Dr Candice Pert

THE ORGANISATION

Workplace Bullying causes stress. The target can experience physical and emotional harm including (1)

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We know Chronic and traumatic Stress can impact health:

• Heart attack risk, increased blood pressure

• High blood sugar

• Excessive fatigue/ brain fog

• Adrenal fatigue

• Post traumatic stress or Post Traumatic Stress Disorder

• Deterioration in health – serious physical and or mental health issues, depression, suicidal ideation and suicide attempts

THE ORGANISATION

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BULLY REHABILITATION – OR NOT?

If the bully is receptive, they need to:

• accept her/his behavior as harmful and take responsibility for behavior

• be monitored by personnel with expertise in Bullying behaviours (over several years)

• be removed from management/leadership positions

• receive formalised feedback from Workplace Staff re change of behavior

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BULLY REHABILITATION – OR NOT?

• no remorse or ability to rehabilitate they need to leave the workplace

If the bully is not receptive:

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BULLY REHABILITATION – OR NOT?

Prevention and interventions:

• Establish, implement and reinforce code of conduct regarding acceptable behaviors in workplace

• Demonstrated willingness to call out unacceptable behavior

• Establish a reparation process for targets

• Ensure Targets have real and honored protection from the Bully

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SOLUTIONS

We (New Zealand) has started:?

• Bullying accepted as a Health and Safety Hazard – Work Safe New Zealand – Health and Safety at Work Act (2015)

• Workplace bullying policies, required under the HSWA 2015

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SOLUTIONS

• Develop, education, awareness, acceptance and action

• Explore a “Wellbeing Solution”

• Enhance professional supervision and wellbeing consulting/coaching

• Utilise external consultancies to help address workplace bullying and support targets.

And there is a lot more to do:?

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THE ANTIDOTE - YOUR WELLBEING SOLUTION

ENVIRONMENT

MIND

EMOTION

PHYSICAL

BODY

SOUL SPIRITUAL

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• Know who you are

• Know who you are trying to please

• Know what you want to accomplish

• Focus on one thing at a time – be in the present

Overcoming Stress

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• Don’t try to do it all yourself – get help

• Make quiet time

• Exercise

• Eat nutritious food

Overcoming Stress

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• Gratitude, Forgiveness, Kindness, Good deed to another, connect-Nature

• Take time out to enjoy life

• Be aware of who you are being in relationship with - discernment

• Rest – “a rested field yields a beautiful crop”

Overcoming Stress

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YOUR WELLBEING IS PARAMOUNT

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6 step process for a Wellbeing Culture

Assess Risk & Safety

Educate Recording strategy

Wellbeing Strategy

Decisions Direction

Plan

Action

Wellbeing Culture

Effective leadership

GROWING HEALTHY, EFFECTIVE, COURAGEOUS, LEADERSHIP

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• Bullies are in the minority but cause workplace and national chaos and harm

• National Culture – peoples daily behavioural choices make an impact

• The power needs to move to the majority to change workplace bullying culture

• We need to lead courageously

• Enhancing wellbeing could be a means to mitigate and prevent future harm

WORKPLACE BULLYINGThe Elephant in the Environment

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“It is always a tremendous relief to name the truth, no matter what it is.” •

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NEW ZEALAND

“Participation, Partnership, Protection”

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ACKNOWLEDGEMENTS• Andrea Needham

• “Courageous Leadership” Andrea Needham

• Dr Caroline Leaf - Neuroscientist

• Drs Ruth and Gary Namie

• Joyce Meyer – “Enjoying Every Day Life”

• Molecules of Emotion – Dr Candice Pert

• https:www.science daily.com – Stress & Disease

• Auto immune disease and Stress – https//www.helath.havard.edu

• WebMD Consequences of long term stress

• Stress affects your health – American Psychological Association

• Culture Safe (NZ)

• Work Safe New Zealand – Policy and Guidelines for addressing WPB

• International Association of Workplace Bullying & Harassment

• International Workplace Bullying and Harassment Conference Bordeaux France - 2018