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Conflict: How to Deal With Bullying in the Workplace

Conflict: How to Deal With Bullying in the Workplace. Raul Dinzey Early Resolution and Conciliation Division April 28, 2010. Overview. Background Information Identifying Action plan Dealing with Bullying Where to get help. Objectives. Identify the indicators of bullying problems

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Conflict: How to Deal With Bullying in the Workplace

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  1. Conflict:How to Deal With Bullying in the Workplace Raul Dinzey Early Resolution and Conciliation Division April 28, 2010

  2. Overview • Background Information • Identifying • Action plan • Dealing with Bullying • Where to get help

  3. Objectives • Identify the indicators of bullying problems • List the differences between bullying and harassment • Identify issues associated with workplace bullying & how they may turn into EEO complaints • Gain tips on where to find a help • Identify the elements needed for a follow-up plan

  4. Statistics on Bullying • 37% of the workplace has been bullied • 72% of bullies are bosses • 57% of targets are female • Bullying happens four times more than illegal harassment • 62% of employees ignore the problem

  5. Bullying

  6. Workplace Bullying Defined • Repeated and unwanted actions by an individual or group intending to intimidate harass, degrade or offend • Abuse or misuse of power • Bullying is psychological violence

  7. Signs of Workplace Bullying • Abuse of Power • Threatening • Intimidation • Embarrassing • Undermining

  8. More Details • Workplace bullying has been on the rise lately • Bullies are clever tend to have a Jekyll & Hyde type of personality • Will use shame guilt and fear to control and silence victims • Abuse power use amoral behavior and deception • Fear can hold you captive, hope can set you free • "All it needs for evil to prosper is for people of goodwill to do nothing" (Edmund Burke)

  9. Background on Bullying • Motivation- the feeling of power they get from making someone else feel bad • Workplace bullying is about • Power, control, superiority, arrogance, prejudice, ignorance, most of all immaturity and insecurity • What does it look like? • Deliberate attempt to control or undermine • Verbally abusive, critical, loud attacks on your character attempts to humiliate and intimidate

  10. Workplace Bulling Defined • Repeated & unwanted actions by an individual or group intending to intimidate, harass, degrade or offend • Abuse or misuse of power • Bullying is psychological violence

  11. Should Complaints of bullying be Mediated? • What is the outcome you are seeking? • To make the “bully” a better person? • Behavior modification? • Acknowledgement of an offense & apology • Other? • The aim of mediation is not to change the bully inside out, it is to change or modify the behavior in the workplace so that morale & production are not impacted

  12. Identifying The Signs • Deliberate attempts to control or undermine you • Belittle insult and sometimes threaten you • Criticism and allegations without validity • Verbally abusive, yelling and criticizing you Impact-Effect • You feel frightened, angry, ashamed and embarrassed

  13. Offensive Behavior • Behaviors • Temper tantrum- Loud outbursts • Hurtful • Anger • Resentment • What pushes your buttons?

  14. What’s EEO Law • Title VII of the Civil Rights Act of 1964 • (Title VII prohibits employment discrimination based on race, color, religion, sex or national origin • Age Discrimination in employment Act of 1967 • (ADEA) protects individuals who are 40 years old or older • Title I & Title V of the Americans with Disabilities Act • Protects discrimination vs. qualified individuals with disabilities • Sections 501 & 505 of the Rehabilitation Act • Prohibits discrimination vs. qualified

  15. EEO Law • EEO Law Protection • Harassment/Hostile work Environment • Retaliation • Workplace violence issues • Lawful vs. unlawful bullying

  16. EEO Law Charges Dealing With EEO Cases • Race • Color • Religion • Sex • National origin • Disability • Age • *Hostile Work Environment

  17. Bullying as EEO Discrimination A Hostile Work environment consists of: • An unwelcome act that can be physical or verbal behavior • Based on employee’s protected status • That is sufficiently severe and pervasive to create a hostile, offensive or abusive work environment

  18. Retaliation • Must have previously engaged in protected activity under title VII, the ADE or the Rehabilitation/ADA • Includes participation through testimony, investigation, at hearing or litigation proceeding

  19. Harassment • Can be either hostile work environment or quid pro quo • Unwelcome verbal or physical conduct based on one or more of an individual’s protected bases under Title VII, ADEA, ADA or other statutes

  20. Bullying Vs. Harassment

  21. Myths & More • You do not need to find out about workplace bullying because it may never happen to you • You do not need to be warned about your car being stolen because you always lock it • It may never happen to you - but it could because every day it does happen to someone • You may not like to think it will happen but what will you do - if it does?

  22. Examples • Being shouted at or humiliated & target of practical jokes • Blame without justification • Exclusion or social isolation • Physical intimidation (proximal) • Excessive micro- managing • Purposely withholding vital information

  23. Evaluate the Situation • What is really going on? • Do you feel intimated, frightened, angry or abused? • Are other employees being threatened? • Talk to your co-workers check out how they are feeling?

  24. The Effect of Bullying • Absenteeism • Decreased productivity • Manifestation of illness • High turnover • Increased accidents on the job • Violence

  25. Observe Scenario& Role Playing • Observe Scenario • Conduct Role Playing Exercise • Discuss highlights

  26. What do you do? • Regain control • Plan for action • Take action • Get help

  27. Situation A Co-Worker Bullying A coworker was picking on her, and expressing fear that something serious might happen. For several weeks, the same coworker has been making statements such as: “You took credit for my work and you're spreading rumors that I'm no good.” If you ever get credit for my work again, that will be the last time you take credit for anybody's work. I'll make sure of that. Her computer files have been altered on several occasions and she suspects it's the same coworker. What do you do?

  28. Situation B Supervisor Bullying Your supervisor has been demonstrating demeaning behavior towards you. Constantly speaking with you in a rude manner, criticizing you publicly in front of other employees. For several weeks, he has been making statements such as: “Why can’t you get things right?.” If you ever get credit for my work again, that will be the last time you take credit for anybody's work. I'll make sure of that. What do you do?

  29. Action Plan • Do Your Homework • Find out everything you can about bullying • Overcome misperceptions that someone is a tough manager or rough around the edges • Practice self- affirmation and self- assertion • Ask for help- from Early Resolution and conciliation Division

  30. Regain Control • Recognize you are being bullied • Overcome misperceptions that someone is a tough manager or rough around the edges • Inform upper level management

  31. Take Action • Do not ignore the bullying • Keep a journal or a log- seek out patterns which will help to establish intent • Establish a paper trail- memos, letters, emails, etc keep copies at home • Document when criticisms and or allegations are made, provide details etc • Stand up for yourself—Seek help from Human Resources, Early Resolution and Conciliation • Know when to leave- develop exit strategy

  32. Stand- Up For Yourself • Do not play their game • Do not stoop to their level, or allow them to push your “buttons” trying to get a reaction • Do not let someone walk on you • Keep interactions professional and respectful • Find your voice- • Tell them how their behavior makes you feel • What the consequences if it continues • Say what you mean

  33. Useful Phrases • "The purpose of bullying is to hide inadequacy; bullying is a breach of the implied term of mutual trust and confidence.""Your criticisms and allegations lack substantive and quantifiable evidence." • “Sounds like you're making fun of me. Are you?” The usual replies to this direct approach is denial, “I'm only joking.”

  34. Things to Remember • Bullying is an obsessive compulsive behavior • See your Doctor if you are having anxiety and stress due to bullying

  35. Dynamics of Conflict What Happens If Conflict Goes Unresolved? • Intense Feelings • Positions Harden • Dehumanizing Occurs • Desire to punish Emerges • Communication Deteriorates

  36. References • www.bullyonline.org • www.dumblittleman.com • www.about.com • www.impactfactory.com • http://bullyinginstitute.org • USDA Handbook on Workplace Violence and Prevention Office of Human Capital • Employee Assistance Program • “Bully in sight” How to predict, resist, challenge and combat workplace bullying by Tim Field.

  37. Closing Comments & Questions • Workplace Bullying can affect your home life and workplace • Take Action and get help • Questions

  38. Contact Information Early Resolution & Conciliation Division 202-720-7664 1400 Independence Avenue, SW, Room 4029-S Mail Stop 9073 Washington, DC 20250 cprcenter@usda.gov

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