Presented by Sunday Oluwafemi O, Olowokere Benard M, Jalija Jibril S. September 2014Mental Health Unit FMCB

Introduction Bullying is a repeated unacceptable workplace behaviours that is intended to humiliate, offend, degrade an individual or group of people and it should not be tolerated in any form. This presentation has been developed to help unit leaders and employees identify and deal with bullying in their respective workplace. It aims to provide practical advice and information on making workplaces safer for everyone concerned. September 2014Mental Health Unit FMCB

Definition of Bullying Bullying is defined as ongoing, unwanted aggressive behaviour between individuals involving a power imbalance or as an insertion of power through aggression. Types of bullying include: 1) Verbal bullying 2)Social bullying 3)Physical bullying September 2014Mental Health Unit FMCB

Effect of bulling on the brain Normal Brain Bullied Brain September 2014Mental Health Unit FMCB

Effect of bulling on the brain  A single session of “bullying” caused a higher percentage of Brain cells to die off in the hippocampus (Peterson,D. Joural of Neuroscience, 2007)  Brain scans of bullying victims show decreased myelination of the corpus callosum. September 2014Mental Health Unit FMCB

What is workplace bullying? ‘ Workplace bullying means any behaviour that is repeated, systematic and directed towards an employee or group of employees that a reasonable person, having regard to the circumstances, would expect to victimise, humiliate, undermine or threaten and which creates a risk to health and safety.’ September 2014Mental Health Unit FMCB

Institutional Bullying Institutional bullying occurs when bullying is established in an organization and becomes accepted as part of the workplace culture. September 2014Mental Health Unit FMCB

What is workplace bullying? (contd.) Repeated refers to the persistent or ongoing nature of the behaviour and can refer to a range of different types of behaviour over time Systematic refers to having, showing or involving a method or plan. Whether behaviour is systematic or not will depend on an analysis of the circumstances Risk to health and safety includes the risk to the emotional, mental or physical health of the person(s) in the workplace. September 2014Mental Health Unit FMCB

Forms of workplace bullying Bullying behaviour can be obvious and aggressive. Examples could include: Abusive, insulting or offensive language Behaviour or language that frightens, humiliates, belittles or degrades, including criticism that is delivered with yelling and screaming Teasing or regularly making someone the brunt of practical jokes Displaying material that is degrading or offending Spreading gossip, rumours and innuendo of a malicious nature. September 2014Mental Health Unit FMCB

Forms of workplace bullying(cont) Violence, assault and stalking are extreme forms of bullying that constitute a criminal offence. Such behaviour should be reported directly to the police. Examples include, but are not limited to: Harmful or offensive initiation practices Physical assault or unlawful threats. September 2014Mental Health Unit FMCB

Forms of workplace bullying (cont) Workplace bullying can also be subtle and could include behaviour such as: Deliberately excluding, isolating or marginalising a person from normal workplace activities Intruding on a person’s space by pestering, spying or tampering with their personal effects or work equipment Intimidating a person through inappropriate personal comments, belittling opinions or unjustified criticism. September 2014Mental Health Unit FMCB

Forms of workplace bullying Covert behaviour that undermines, treats less favourably or disempowers others, is also bullying, for example: Overloading a person with work Setting timelines that are very difficult to achieve, or constantly changing deadlines Setting tasks that are unreasonably beyond a person’s ability Ignoring or isolating a person Deliberately denying access to information, consultation or resources Unfair treatment in relation to accessing workplace entitlements, such as leave or training. September 2014Mental Health Unit FMCB

Why People Bully Bullies; - May want power and control – May be psychopathic and therefore have empathy deficits – May be most constructively affected by bystander intervention (Sturt Twemlow, MD) September 2014Mental Health Unit FMCB

Factors influencing workplace bullying There are a multitude of factors: Power - A person may use their position of power or their physical dominance over those who are perceived to be weaker. The bully is often dependent upon the perceived power of the bully over their victim. Self Esteem - Bullies may put down others to boost their own self-esteem and confidence to help deal with personal feelings of inadequacy. September 2014Mental Health Unit FMCB

Factors influencing workplace bullying (contd.) Difference - An individual or group may become targets of workplace bullying because others perceive them as being new or different Perceived Threat - Some people bully others because the other person is perceived as a threat to them personally, or a threat to their position within the company. September 2014Mental Health Unit FMCB

Organisational Factors People may harass or bully others due to dissatisfaction with organisational arrangements. Factors may include: job insecurity restructuring or downsizing changes such as a new manager or supervisor, new rosters or new procedures inadequate supervision September 2014Mental Health Unit FMCB

Organisational Factors[cont] introduction of new technology inappropriate initiation practices inadequate support or training Poor skills and practices in people management. change in ownership September 2014Mental Health Unit FMCB

Impact of Workplace Bullying It is possible that employees who are bullied may experience some of the following effects: Stress anxiety sleep disturbance panic attacks impaired ability to make decisions September 2014Mental Health Unit FMCB

Impact of Workplace Bullying (cont) Poor capacity to work, concentration problems, loss of self-confidence and self-esteem reduced output and performance depression or a sense of isolation physical injury reduced quality of home and family life Suicide. September 2014Mental Health Unit FMCB

Impact of Workplace Bullying on the Organization  increased absenteeism  decreased turnover  increased cost for employee recruitments  increased risk of accident  reduced cooperate image and customer confidence  poor customer services September 2014Mental Health Unit FMCB

What can be done about bullying in the workplace If you are aware of bullying in the workplace and do not take action, then you are accepting a share of the responsibility for any future abuses. This means that witnesses of bullying behavior should be encouraged to report any such incidences. Individuals are less likely to engage in antisocial behavior when it is understood that the organization does not tolerate such behavior and that the aggressor is likely to be punished. September 2014Mental Health Unit FMCB

What can be done about bullying in the workplace At the first sign of conflict check if your company has a workplace violence program or a code of conduct that addresses psychological intimidation and aggression. Approach the bully If you feel safe and comfortable to do so, make it quite clear to the bully as soon as possible that the behaviour is unwanted and unacceptable and that you will not tolerate it. The person may deny the aggression, but you have let them know that you are aware and consider it unprofessional. September 2014Mental Health Unit FMCB

What can be done about bullying in the workplace You can talk with someone you absolutely trust in the workplace that can advise you and advocate for you while keeping your situation confidential resolving issues as quickly as possible in a no blame, conciliatory manner, as well as a more formal investigation procedure or facilitate face-to-face discussions and find a resolution that is acceptable to everyone involved. September 2014Mental Health Unit FMCB

What can be done about bullying in the workplace Recognize that you are being bullied. ƒ Realize that you are NOT the source of the problem. Recognize that bullying is about control, and therefore has nothing to do with your performance. Keep a diary detailing the nature of the bullying (e.g., dates, times, places, what was said or done and who was present). ƒ September 2014Mental Health Unit FMCB

What can be done about bullying in the workplace Obtain copies of harassing / bullying paper trails; hold onto copies of documents that contradict the bully’s accusations against you (e.g., time sheets, audit reports, etc.). Expect the bully to deny and perhaps get the wrong end of the stick of your accusations; Have a witness with you during any meetings with the bully; Report the behavior to an appropriate person. ƒ September 2014Mental Health Unit FMCB

Recognising and removing workplace bullying risks (contd.) Controlling the risk factors (contd.) Providing clear job descriptions that include an outline of the specific roles and responsibilities for each position within the workplace Keeping statistical records and information relating to productivity, absenteeism, grievances, work related injuries, customer complaints, disciplinary actions and so on. September 2014Mental Health Unit FMCB

Recognising and removing workplace bullying (employers'’ responsibilities) Create a zero tolerance anti-bullying policy. This policy should be part of the wider commitment to a safe and healthful working environment and should have the full support of top management. When witnessed or reported, the bullying behavior should be addressed IMMEDIATELY. If bullying is entrenched in the organization, complaints need to be taken seriously and investigated promptly. Reassignment of the bully may be necessary. ƒ September 2014Mental Health Unit FMCB

Recognising and removing workplace bullying (employers'’ responsibilities) Structure the work environment to incorporate a sense of autonomy, individual challenge/mastery, and clarity of task expectations for employees. Include employees in decision-making processes. ƒ Hold awareness campaigns for EVERYONE on what bullying is. Encourage reporting. ƒ September 2014Mental Health Unit FMCB

WORKPLACE BULLING!! ZERO TOLERANCE X September 2014Mental Health Unit FMCB

‘ ’There is only one corner of the universe you can certainly improve and that is your own self’’. September 2014Mental Health Unit FMCB

Reference Canadian Centre for Occupational health and Safety May 5, t/cr SA, The Associated Press March 1, 2013 (AP (“The Tyranny of the Queen Bee”. March 2, Wall Street Journal) Rayner C & Cooper C.L (2006) Workplace Bullying in Kelloway. September 2014Mental Health Unit FMCB