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Transcript of Workplace Bullying
Consequences to the Staff
Matrix Partners preso!
Harvard Business Review
How to lower the cost of enterprise sales?
_ _ _ _ _ _ _ _ _ _
By: Jaime Hallman
Changing our Culture
Understanding the Law
What Can You Do as an Individual?
the face of
Be able to define and identify symptoms of workplace bullying
How to manage
Losses are sustained at bigger volume of clients
What to do?
And with success
Confront the aggressor in private with Cognitive Rehearsal techniques
Never be a silent witness and stand by & listen as one co-worker talks negatively about your peer
browsing the internet
baseball thinking is medieval ... we are asking all the wrong questions!
What I see ... is an imperfect understanding where runs come from...
There is an epidemic failure within organizations to understand what is really happening...
...and this leads people to turn into desperate actions
Don't forget to call
Spend on M&S
Rewire your brain to not fight the cloud but to use it!
success takes place here
Based on the seminal work of Duffy (1995) and Griffin (2004), the researchers developed a survey to answer their research question (see Table 1).
Learn several coping strategies to address workplace bullying
Analyze the statistics and facts on workplace bullying and discuss potential legal actions
Eradicate bullying from the workplace
Is this workplace bullying? Why?
Incivility in the Workplace
is an "offensive abusive, intimidating, malicious
or insulting behavior, or abuse of power
conducted by an individual or group against
others, which makes the recipient feel upset, threatened, humiliated or vulnerable, which undermines their self-confidence and which
may cause them to suffer stress. Bullying is behavior which is generally persistent,
systematic and ongoing" (Task Force on the Prevention of Workplace Bullying, 2001, 9. 10).
Creates a risk to
health and/or safety
Nurses eating their young
Types of Behavior
Types of Behavior
Types of Behavior
Failure to respect privacy
Reasons for Bullying
Apathy towards 'bad' behaviors
"It is what it is."
Fear of retaliation
"That's just the way she/he is"
"She/he is just having a bad day"
"I don't have time to deal with it"
"I don't want to get involved"
"A silent witness"
"If I say something, I'll be the next target"
Reasons for Bullying
Subservient role to MDs (oppressed-group model = perceived lack of power)
Low self esteem
Leadership too authoritarian or too 'laissez-faire'
Stressful work environment:
Lack of teamwork
Irritable Bowel Syndrome
Loss of Sleep
Consequences at Work
Adverse effects on teamwork
Adverse effects on patient care/safety
Unreported errors and near misses
Nurse retention issues
Lack of trust
Lack of respect
Nurses stressed by the effects of a hostile environment are more likely to make errors.
60% of nurses new to practice leave their first positions within six months because of some form of lateral violence being perpetrated against them
Why Do We Need a Law?
Employers react to laws with internal policies.
According to VA Station Memorandum No. 07-05-13:
can be defined as harassment, intimidation, threats, property damage, or physical assault towards another person.
is defined as the expression of a present or future intent to cause physical or
Violence, threats, and harassment are always prohibited. These include:
acts, behaviors, or communications that are abusive and could cause another person physical or psychological harm; and
acts, behaviors, or communications that damage government property, employee property, or disrupt the work tasks of an individual or group of people within the health care system work force.
Any employee who experiences or witnesses such acts, conduct, behavior, or communication
must immediately contact VA Police, and his/her supervisor. The employee also must complete the "Workplace Incident Documentation Form" (Attachment A), and immediately give it to his/her supervisor and send a copy to the VA Police.
The Bill, crafted by law professor David Yamada for the Healthy Workplace Campaign, gives good employers incentives to do the right thing by avoiding expensive litigation.
The real value of a law, and the true purpose of the WBI Healthy Workplace Bill, is to get employers to prevent bullying with policies and procedures that apply to all employees.
If this bill is enacted, it would allow victims to sue their employer for compensation.
Implement a Zero Tolerance Policy that addresses disruptive behavior.
Promote a Culture of Safety that encourages open and respectful communication among all healthcare providers and staff (The Joint Commission, 2007).
Provide education and counseling to victims and the perpetrators of lateral violence/bullying.
Disseminate information to staff that addresses conflict and provide information about how to change disruptive behavior.
It's in the News