Presenter Raul R Ceniceros HUD Program Training Officer 1 Session Agenda Define what is and what is not bullying Discuss statistics about bullying Describe bullying behavior The difference between bullying and harassment ID: 745725
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Bullying In The Workplace
Presenter – Raul R. Ceniceros HUD Program Training Officer
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Session AgendaDefine what is and what is not bullyingDiscuss statistics about bullyingDescribe bullying behaviorThe difference between bullying and harassment2Slide3
Session AgendaExplain who is usually targetedExplain how coworkers usually respond in a bullying situation Explain what to do if bulliedExplain what to do if you are the bully3Slide4
Bullying is abusive treatment of:An employee A group of employees byA supervisorAnother employeeA group of employees
Facts About Bullying
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Bullying, like domestic violence, is: Threatening (verbal or physical)Intimidating (verbal or physical) Humiliating ControllingBullying occurs more often in the workplace than physical violence.
Facts About Bullying
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The intent of the bully is to harm or control another person or target that person.Bullying is manifested by economic, physical, or mental means.Often, the target has a hard time defending themselves.Usually bullying involves repeated abusive behavior.
Facts About Bullying
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Most of the time the bully is a male supervisor with a female target.A female supervisor who is a bully normally targets a female employee.There is no federal or state law against bullying. Though not illegal, it is subject to disciplinary action.
Facts About Bullying
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Statistics About Bullying
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Since starting in 1997 WBI’s mission has been to “study, correct and prevent abusive conduct at work.”Featured in Wash. Post and USA Today. Hired Zogby Analytics in 2007 and 2010 to survey 1000 adults online on the topic of bullying, and produced stat. reports.The latest survey was Jan. 27-28, 2014.
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How prevalent is bullying? 10Slide11
How prevalent is bullying? 27% have beenbullied21% haveseen it72% areaware of it11Slide12
Who are the bullies? 69% of bulliesare male;57% of targets are female
31% of bulliesare female; 68% of targets are female
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Who are thebullies and targets?Male Bully, Woman TargetMale Bully, Male TargetFemale Bully & TargetFemale Bully & Male Target
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Who are thebullies and targets? Male Bully, Male TargetFemale Bully & Target14Slide15
Who are thebullies and targets? Female Bully, Female TargetFemale Bully & Male Target
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Who are the bullies and targets? Female Bully, Male Target16Slide17
Who are the bullies and targets? Male Bully, Female TargetMale Bully, Male TargetFemale Bully,Female TargetFemale Bully, Male Target
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Who are the
bullies based on rank?
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aaaa
56%
33%
33%
11%Slide19
Bullying vs. Harassment
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On the job harassment connotes sexual misconduct, quid pro quo, or a hostile work environment.Federal and state civil rights laws are designed to protect workers from discriminatory, disparate mistreatment but only if they are a member of a protected group.
Bullying vs. Harassment
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Those of a protected group include gender, race, religion, national origin, ethnicity, age, disability, sexual orientation, etc.The employee has to be mistreated by someone who is not a member of a protected group.Sometimes bullying is harassment.
Bullying vs. Harassment
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Bullying vs. Harassment
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Examples of Bullying
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Physical intimidationLots of yellingMaking someone the butt of practical jokesGossip and liesExcessive micro- managing
Examples of Bullying
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Examples of BullyingPurposely withholding vital informationConstant criticism Hostile glares and gesturesTampering with someone’s personal belongings25Slide26
Examples of BullyingUnrealistic work demands, deadlines or schedulingSetting impossible work goalsRemoving areas of a job responsibility without causeBlocking potential training and employment opportunities26Slide27
Examples of BullyingSabotaged or stolen workConstant reminders of past mistakesMaking fun of or ridiculing someone in front of othersDenying leave or teleworkAggressive or ridiculing emails27Slide28
What Is Not Bullying?CriticismFeedback on performancePersonality differencesDifferent preferencesDenying leave Denying telework28Slide29
A bully uses abusive conduct that is: Personal intimidationPsychological assaultEmotional abuse Continuous (not letting up)Escalating (getting worse)
What a Bully does
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Who are the Targets?Most targets are high achievers.Usually jealousy is the cause. Just like playground bullies, workplace bullies target those they perceive as weak or powerless such as older, disabled, or pregnant employees.40% of targets never tell anyone.30Slide31
Who are the Targets?When a supervisor targets an employee, it is usually because they feel threatened by their expertise or popularity with the rest of the staff.Supervisors who are bullies like to show their power and authority.Some may experience enjoyment from creating an employee’s pain.31Slide32
Why bullying thrivesBullies are not punished and thrive.Laws to stop it are either absent or too weak to be useful.No one in the company or agency has the will to stop it.Coworkers stand idly by and fail to stop it.32Slide33
Why bullying thrivesThe workplace culture rewards cutthroat behaviors.A few hyper-aggressive persons have psychological and social problems.Executives, owners and senior managers are bullies themselves.33Slide34
Why bullying thrivesBullying is part of the larger society and culture.Bullies follow orders or examples from the top. No one in the company or agency has the power to stop it.34Slide35
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What about bullying coworkers?36Slide37
What about bullying coworkers?Coworker bullying represent 33% of bullying cases. Coworkers usually know about bullying.They rarely confront the bully to stop.37Slide38
What about bullying coworkers?Even when the supervisor finds out, the group usually supports the bully.The longer the bullying persists, the more likely coworkers will side with the bully to avoid becoming the next target.The target can later become a bully.38Slide39
Group bullying should never be tolerated39Slide40
The Effects of BullyingMorale problemsAbsenteeismHigh stressDecreased productivityHigh turnoverCarless accidentsLoss of supervisor credibilityStolen, sabotaged, or damaged propertyViolent incidents 40Slide41
What happened in
bullying situations?
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What happened in
bullying situations?
74%
of
the time
something
happened
to the
target
26%
of
the time
something
happened
to the
bully
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What to do In a bullying situation
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What to do In a bullying situation
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Recognize their misbehavior is not your fault.If you are physically threatened or feel your safety is in jeopardy, call security right away. Document what happened. What the bully said, did or their attitude.
What to do
in a bullying situation
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Let the bully know you feel bullied and if their bullying behavior continues, it will be reported.If it occurs again, document what happened and report it to your supervisor immediately. You don’t have to confront the bully.
What to do
in a bullying situation
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What to do in a bullying situationIf your supervisor is the bully, you may not want to take the problem to their manager. 47Slide48
According to HUD’s Anti-Bullying Statement, “HUD is committed to providing a safe, healthy and positive work environment for all of our employees.”The supervisor should pass out and review the HUD Anti-Bullying Statement.
Discuss the HUD Anti-Bullying Statement At A Staff Meeting
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Explain the Statement requires everyone to treat one another with “the utmost respect and dignity.” Explain what is and not bullying. Review examples of workplace bullying using earlier slides.Explain bullying won’t be tolerated.49
Discuss the Anti-Bullying Statement At A Staff MeetingSlide50
Explain an employee should immediately report bullying to: Their supervisor An appropriate official in their office’s mgmt. chain of authorityThe Employee and Labor Relations Div. in HQ or Field50
Discuss the Anti-Bullying Statement At A Staff MeetingSlide51
Remember…51Slide52
Suppose the bully is you?
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Suppose the bully is you?
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Honestly answer the following ?s: Do you have anger issues? How well do you control your temper? Has anyone ever mentioned an anger or temper problem to you? How would your coworkers, spouse, kids or friends answer the questions?
Suppose the bully is you?
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Recognize one bullying incident could damage your career at HUD or elsewhere. If the anger is not dealt with, the situation will usually get worse.Use the services of the Employee Assistance Program (EAP).
Suppose the bully is you?
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Suppose the bully is you?
Get help before it is too late!
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Review and SummaryDefine what is and what is not bullyingDiscuss statistics about bullyingDescribe bullying behaviorThe difference between bullying and harassment57Slide58
Review and SummaryExplain who is usually targetedExplain how coworkers usually respond in a bullying situation Explain what to do if bulliedExplain what to do if you are the bully58Slide59
REFERENCES http://www.workplacebullyinguniversity.com/t-d/Your Office of Human ResourcesOffice of Special Counsel 59