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Bullying at workplace
Transcript of Bullying at workplace
Types of Bullying
What is bullying?
BULLYiNG AT WORKPLACE
For the individual
For the organization
3 levels of intervention:
Various terms: mobbing and abuse
Subset of aggressive behaviour
Aggression is repeated
Imbalance of power
Difficult for the victim to defend him/herself
Extent of frequency and duration various
Depends on values of the workplace
Can you imagine how
bullying looks like in workplace?
3. Types of Bullying
6. Prevention and Solutions
7. Legal Framework
No me lo esperaba. Siempre saludaba!
Stress: main bullying activator but…
Stress + undesirable personality traits
= more powerful bullying activator.
Higher demanding working context
+ lack of resources= workers more vulnerable to become a target of bullying.
High job resources: more potential
for deviant behavior towards subordinates.
Time pressure + uncertainty
+ organizational problems=
+correlation with bullying.
Poor working or noisy environment= stress= one of the main cores of bullying.
Low job satisfaction + high potential turnover + lower commitment. Crying - homicide.
Psychological consequences: Irritability + anxiety+ anger+ memory loss.
Health: stress related diseases (regardless of gender).
Bullying= organization`s cancer:
Impact on daily activities
Less likelihood of task completion
Lower firm long term success.
Lack of communication and information flow:
Affected employees- less and worse innovative and restructuring work = hampered organization`s success.
How to react?
Diferent laws related with bullying
Spanish law does not have a specific regulation
Legal Status of Migrant Workers
of Human Rights
IF THE COMPANY IS NOT ABLE TO
SOLVE THE PROBLEM :
83% of UK employers have a policy on bullying
12% of subordinates have been accused of bullying
25% of employers train managers to counsel victims
‘Bullying at work involves repeated negative actions
and practices that are directed at one or more workers. The behaviours are unwelcome to the victim and undertaken in circumstances where the victim has difficulty in defending themselves. The behaviours may be carried out as a deliberate act or unconsciously.’
(CIPD, 2004 in Tehrani,2005)
Appelbaum, S.H., Semerjian, G. & Mohan, K. (2012a) Workplace Bullying; Consequences, Causes and Controls (Part One), Industrial and Commercial Training, 44 (4), pp.203-10.
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Dobson, S. (2011) Workplace Bullying; HR May Not Always Be Able to Help; Here’s What They Should Be Doing, Administrative Assistant's Update, August, pp.3, 7.
Duncan, S.H. (2011) Workplace Bullying and the Role Restorative Practices Can Play in Preventing and Addressing the Problem, Industrial Law Journal, 32, pp.2331-64.
Dzurec, L.C. (2012) Speaking of Workplace Bullying, Journal of Professional Nursing, 28 (4), pp.247-54.
Farmer, D. (2011) Workplace Bullying; An Increasing Epidemic Creating Traumatic Experiences for Targets of Workplace Bullying, International Journal of Humanities and Social Science, 1 (7), pp.196-203.
Hickson, G.B., Pichert, J.W., Webb, L.E. & Gabbe, S.G. (2007) A Complementary Approach to Promoting Professionalism; Identifying, Measuring, and Addressing Unprofessional Behaviors, Academic Medicine, 82 (11), pp.1040-8.
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LaVan, H. & Martin, W.M. (2008) Bullying in the U.S. Workplace; Normative and Process-Oriented Ethical Approaches, Journal of Business Ethics, 83 (2), pp.147-65.
McAvoy, B.R & Murtagh, J. (2003) Workplace Bullying British Medical Journal, 326 (7393), pp.776-7.
Power, J.L., Brotheridge, C.M., Blenkinsopp, J., Bowes-Sperry, L., Bozionelos, N., Buzády, Z., Chuang, A., Drnevich, D., Garzon-Vico, A., Leighton, C., Madero, S.M., Mak, W., Mathew, R., Monserrat, S.I., Mujtaba, B.G., Olivas-Lujan, M.R., Polycroniou, P., Sprigg, C.A., Axtell, C., Holman, D., Ruiz-Gutiérrez, J.A. & Nnedumm, A.U.O. (2013) Acceptability of Workplace Bullying; A Comparative Study on Six Continents, Journal of Business Research, 66 (3), pp.374-80.
Rhodes, C., Pullen, A., Vickers, M.H., Clegg, S.R. & Pitsis, A. (2010) Violence and Workplace Bullying; What Are an Organization’s Ethical Responsibilities? Administrative Theory & Praxis, 32 ( 1), pp. 96-115
Roderick, R. (2010) Examining Causes and Prevention of Violence and Aggression in the Workplace. Working Paper, Kingston: Schmidt Labor Research Center, University of Rhode Island.
Salin, D. (2008) Prevention of Workplace Bullying as a Question of Human Resource Management: Measures Adopted and Underlying Organizational Factors, Scandinavian Journal of Management, 24 (3), pp.221-31.
Samnani, A. & Singh, P. (2012) 20 Years of Workplace Bullying Research; A Review of the Antecedents and Consequences of Bullying in the Workplace, Aggression and Violent Behavior, 17 (6), pp.581-89.
Tehrani, N. (2005) Bullying at Work; Beyond Policies to a Culture of Respect. Available from: http://www.cipd.co.uk/hr-resources/guides/bullying-work-beyond-policies-culture-respect.aspx [13 October 2013].
Work Safe Victoria (2012) Workplace Bullying; Prevention and Response. Available from: http://www.worksafe.vic.gov.au/forms-and-publications/forms-and-publications/preventing-and-responding-to-bullying-at-work [13 October 2013].
Workplace Bullying Institute (2010) National Survey Results. Available from:
http://www.workplacebullying.org/multi/img/2010NatlSurvey/Results%20Graphics_5.005_wm.png [27 October 2013].
LIPT-60. Leymann Inventory of Psychological Terrorization
NAQ-R. Negative Acts Questionnaire
WHS. Work harassment scale
CAPT. Cuestionario de Acoso Psicológico en el trabajo.
(CIPD, 2004 in Tehrani,2005)
Increasing appearance in society
Increasing awareness by Organizations & HR professionals
Little research carried out
From school to workplace issue
Results show evidence of lack of handling