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Workplace Bullying

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by

Jaime Hallman

on 13 February 2015

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Transcript of Workplace Bullying

ANA's Position
Consequences to the Staff
Matrix Partners preso!
Harvard Business Review
How to lower the cost of enterprise sales?
Rene Birthday
workplace
>70%
Learning Objective
3
S
_ _ _ _ _ _ _ _ _ _
a
s
e
n
e
d
bullying
By: Jaime Hallman
JUNE
Step Two
Step One
Changing our Culture
Understanding the Law
Statistics
What Can You Do as an Individual?
the face of
Be able to define and identify symptoms of workplace bullying
Study:
How to manage
workplace
bullying
Losses are sustained at bigger volume of clients
Result
What to do?
Learning
Objective
Victim
Bully
Learning Objective
guess
what?
And with success
Customer 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
Recognize Bullying
Step Four
Find out
about it
browsing the internet
passionate people
trusted advisors
?
Change the
we cope!
In NURSING
way
Lessons
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
bullying
Learning Objective
Don't forget to call
Help me!
Jive
Spend on M&S
Revenues
Clients
2010
2011
$65M
$46M
676
560
$45M
$29M
Diff
$19M
77
$16M
T
H
N
A
K
Y
O
U
P
R
E
Z
I
Step Four
Rewire your brain to not fight the cloud but to use it!
success takes place here
Why
What
How
Questions, Comments?
Thank you!
Based on the seminal work of Duffy (1995) and Griffin (2004), the researchers developed a survey to answer their research question (see Table 1).
JULY
2
1
Learn several coping strategies to address workplace bullying
Analyze the statistics and facts on workplace bullying and discuss potential legal actions
4
Eradicate bullying from the workplace
Is this workplace bullying? Why?
Question
4
Incivility in the Workplace
4
Alternative Terms
Lateral Violence
Nurse Hazing
Horizontal Violence
Verbal Abuse
Workplace Violence
Workplace Aggression
Mobbing
Definition
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).
Bullying:
Creates a risk to
health and/or safety
Nurses eating their young
Types of Behavior
Types of Behavior
Types of Behavior
Backstabbing
Scapegoating
Infighting
Disrespectful behaviors
Failure to respect privacy
Broken confidences
Withholding information

Verbal affronts
Belittling remarks
Persistent criticism
Humiliation
Intimidation
False accusations
Social isolation
Unreasonable workloads

Reasons for Bullying
Apathy towards 'bad' behaviors
Desensitized
"It is what it is."
Enabling
Complacency
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:
Shrinking resources
Downsizing
Restructuring
Lack of teamwork
Demanding work
http://www.nursingworld.org/MainMenuCategories/WorkplaceSafety/Healthy-Nurse/bullyingworkplaceviolence?css=print
Physical:
Weight loss/gain
Hypertension
Palpitations
Irritable Bowel Syndrome
Fatigue
Loss of Sleep
Psychological:
Mental Illness
Depression
PTSD
Morale
Self-esteem
Anxiety
Consequences at Work
Adverse effects on teamwork
Adverse effects on patient care/safety
Unreported errors and near misses
Nurse retention issues
Sick time
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:
Workplace violence
can be defined as harassment, intimidation, threats, property damage, or physical assault towards another person.
Threat
is defined as the expression of a present or future intent to cause physical or
mental
harm.
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.
http://www.healthyworkplacebill.org/problem.php#now
American
Nurses
Association
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.
1
2
3
Steps:
It's in the News
Z
ero Tolerance
Full transcript