1. Workplace Bullying Effects on the individual and the workplace Moira Liddane Nora Hamill

2. Definition:2001 Task Force “ Workplace Bullying is repeated inappropriate behaviour, direct or indirect, whether verbal,physical or otherwise, conducted by one or more persons against another or others, at the place of work and/or in the course of employment,which could reasonably be regarded as undermining the individual’s right to dignity at work. An isolated incident of the behaviour may be an affront to dignity at work but as a once off incident is not to be considered as bullying.”

3. Scope of the Problem “ The issue of bullying is a problem in the workplace with potentially serious effects for both the alleged victim of bullying and for the employer.For the alleged victim – stress,ill- health,low productivity and serious career difficulties are common impacts. For the employer – a dysfunctional workplace, poor morale, industrial relations problems and litigation are all common impacts.” Expert Advisory Group

4. Why do people bully? ‘ Bullies bully because they can……’

5. Who? Employee / Manager Manager /Employee Peer / Peer (or Peer Group to Peer) Customer / Employee Employee / Customer Expert Advisory Group

6. Types of Bullying Behaviour Exclusion Verbal abuse /insults Physical abuse Less favourable treatment Intrusion (pestering,spying, stalking) Threats Undermining Excessive monitoring of work Humiliation Withholding work-related information Repeatedly manipulating job content/targets HSA Code of Practise

7. What is not Bullying Behaviour? “ Bullying at work does not include reasonable and essential discipline arising from the good management of the performance of an employee at work or actions taken which can be justified as regards the safety, health and welfare of the employees.” HSA Code of Practise

8. Examples of staff relations difficulties bullying, intimidation, victimisation, verbal abuse, sexual harassment; lack of consultation, discussion and involvement in decision making; lack of decision making or indecisiveness; unwillingness to co-operate with school policy; cliques among staff.

9. Examples of difficulties (cont.) lack of co-operation with newly/ promoted postholders/ principal; introduction of sweeping changes; personality factors; staff uncertainty or lack of support; favouritism, fear, being undermined.

10. What is the extent of bullying? 1 in 14 Irish workers (ESRI Survey 2001) 27.2% (once/twice) 14.6% (often) = 41.8 (Trinity Survey 2001) 44% - INTO Survey 2006

11. Where is it most prevalent? Education Sector Health Sector Construction

12. Why Schools? Lack of Promotional Prospects Lack of Mobility Perception of Teaching as Vocation Ambiguity about Roles Authoritarian Culture Problems with Leadership Isolation in Classroom

13. Why Schools? Increased stresses on schools/teachers Policy overload Autonomy & Lack of Training for Principals BoM Chairperson – no training or qualifications Voluntary & transient nature of BoM

14. Effects on Individual Physiological Psychological Behavioural Social Economic P.T.S.D.

15. Effects on the Workplace Reduced Efficiency Atmosphere of Tension Turnover of Staff Increases Absenteeism Low Morale Litigation

16. Bullying Prevention Policy: Key Elements Declaration of Right to Dignity at Work Assessing Risk – Preventive Measures – Good practise Consultation and regular review Complaints dealt with promptly – Timeliness Training

17. Recommended Good Practice internal communication; processes of decision making; effective school policies and procedures; eliminating unacceptable procedure; mutual respect; a sense of fairness; conflict resolutions.

18. How can you deal with being bullied? Do not blame yourself Keep calm under vebal attack, respond quietly & coherently Do not hide the fact, ask colleagues,joint action Written record Confront the bully. Ask them to stop Seek advice, initiate procedure

19. How to Prevent Bullying Promote a Positive Work Culture. Dignity at Work – everyone’s entitled to it and we’re obliged to uphold it. Bullying is unacceptable-clear real revisited policy and robust procedures –timeliness crucial. Name it, challenge it, report it- bullying thrives on silence