spring professional development february 29 & march 8, 2012
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Bullying and other BAD BEHAVIORS. Spring Professional Development February 29 & March 8, 2012. Dr. Frances Allen, Manager, Personnel Services, 410 887-8936, [email protected]. Workshop Goals:. Define key terms and concepts Identify bullying and harassing behaviors in employees - PowerPoint PPT PresentationTRANSCRIPT
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Spring Professional DevelopmentFebruary 29 & March 8, 2012
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BULLYING AND OTHER BAD BEHAVIORS
Dr. Frances Allen, Manager, Personnel Services, 410 887-8936, [email protected]
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Define key terms and concepts Identify bullying and harassing behaviors
in employees Review the difference between an EEO
complaint and complaints about workplace bullying
Discuss strategies to address bullying behavior and review available resources
Examine responsibility for civil, courteous and respectful workplace
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Workshop Goals:
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Bullies are…. I think bullies are bullies because….. I think the best way to deal with a bully is…
Sentence Stems
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Workplace bullying: repeated, health harming-mistreatment of one or more persons (targets) by one or more perpetrators that takes one or more of following forms:◦ Verbal abuse
◦ Offensive conduct/behaviors (including nonverbal) which are threatening, humiliating or intimidating
◦ Work interference –sabotage- which prevents work from getting done
--www.workplacebullying.org
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Key terms and definitions
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“Systematic aggressive communication, manipulation of work, and acts aimed at humiliating or degrading one or more individuals that create an unhealthy and unprofessional power imbalance, result in psychological consequences for targets and co-workers and cost enormous monetary damage to an organization’s bottom line.”
--Catherine Mattice and Karen Garman6
Workplace bullying: other definitions
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Driven by perpetrators’ need to control the targeted individuals
Initiated by bullies who choose their targets, timing, location and methods
Escalates to involve others who side with the bully and gang up on the target
Undermines work/learning environment when bullies’ agendas take precedence over work itself
--www.workplacebullying.org
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Workplace bullying is:
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Repetition (occurs regularly) Duration (is enduring) Escalation (increasing aggression) Power disparity (the target lacks the power
to successfully defend themselves) Attributed intent (something that is
intended; an aim or purpose—not accidental)--Einarsen, 1999; Keashly and Harvey 2004; Lutgen-Sandvik,
2006
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Workplace Bullying Characteristics
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Using abusive, insulting or offensive language Engaging in behavior or using language that
frightens, humiliates, belittle or degrades, including criticism that is delivered with yelling and screaming
Teasing or regularly making someone the brunt of practical jokes
Displaying material that is degrading or offending
Spreading gossip, rumors or innuendo of a malicious nature
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Workplace Bullying - Obvious And Aggressive Behaviors
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Deliberately excluding, isolating or marginalizing a person from normal workplace activities
Intruding on a person’s space by pestering, spying or tampering with their personal effects or work equipment
Intimidating a person through inappropriate personal comments, belittling opinions or unjustified criticism
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Workplace Bullying – Subtle Behaviors
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Overloading a person with work Setting timelines that are difficult to achieve
or constantly changing deadlines Setting tasks that are unreasonably beyond a
person’s ability Ignoring or isolating a person Deliberately denying access to information,
consultation or resources Exhibiting unfair treatment in relation to
accessing workplace entitlements, such as leave or training
--Preventing Workplace Bullying: A Practical Guide for Employers,
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Workplace bullying – covert behavior
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Being bullied at work most closely resembles the experience of being a battered spouse especially in terms of the psychological characteristics
Note: Issue of Power and Control--www.workplacebullying.org
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Similarities Between Workplace Bullying And Domestic Violence
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Similarity: tendency of individuals to use persistent aggressive or unreasonable behavior
Similarity: includes verbal, nonverbal, psychological, physical abuse and humiliation
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Similarities And Differences With Childhood Bullying
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Difference: Workplace bullies often operate within the established rules and policies of their organization
Difference: Workplace bullies in majority of cases are perpetrated by management and therefore are the people “in charge”
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Similarities And Differences With Childhood Bullying
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Can compromise an employee’s health Jeopardize her or his job or career Strain relationships with friends and family
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Impact On Employee Who Is A Victim Of Workplace Bullying
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Potential Impacts Of Workplace Bullying And Harassment
Poor morale and poor employee relations Loss of respect for managers and supervisors Poor performance Lost productivity Increased absenteeism Resignations or requests for transfers Damage to workplace reputation Court cases--Bullying and harassment at work: A guide for managers and
employers. ACAS, www.acas.org.uk
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What do BCPS employees report? My boss signals me out from all of the
others in their mistreatment of me My boss treats me differently from the
other co-workers My boss scrutinizes my work more closely
than my co-workers My boss denies my person leave/vacation
time when he/she allows others to take their vacation/personal leave whenever they want to
My boss belittles me in front of other co-workers
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What do BCPS employees report? My boss/co-worker makes my workplace a
“living nightmare” I dread going to work because of my
boss/co-worker I can’t focus, I have anxiety, I cry all of the
time I can do nothing right in my boss’s/co-
worker’s eyes I love my job but my boss’s/co-worker’s
behavior makes me feel like not coming to work
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Bullying May Differ From The Following:
Incivility Disrespect Difficult people Personality conflict Negative conduct Ill treatment--www.workplacebullying.org
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I PULL MYSELF UP BY PULLING YOU DOWN
The “Pulley” System
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Unwelcome act committed by a person that makes another feel uncomfortable, offended, intimidated or oppressed
Most common form is sexual harassment
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Harassment As An EEO Issue:
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• Deliberate and/or repeated unwelcome behavior of a sexual nature; can be verbal, nonverbal or physical
• Conduct that: • explicitly or implicitly affects an individual’s
employment, • unreasonably interferes with work performance or • creates an intimidating, hostile or offensive work
environment
See BCPS Policy/Rule 4102
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Sexual Harassment
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◦Age◦Color◦Disability◦Gender◦Marital Status◦National/Ethnic Origin
Harassment That Meets The EEO Definition
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◦Race◦Religion◦Sexual Orientation◦Veteran Status◦Any other unlawful
characteristic under Federal/State law
• Behavior must be based upon a protected category:
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BCPS Reports/Examples Of EEO-based Harassment
Employee making sexual comments and/or gestures to another employee
Employee inappropriately touching another employee
Employees having conversations of a sexual nature in the workplace
Employees telling racial, religious, and/or gender-based jokes in the workplace
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BCPS Reports/Examples Of EEO-based Harassment
Supervisor telling subordinate that they can help them move to another job if they go out with them
Employee constantly asking another coworker out on a date despite being told they are not interested
Employee using “sexy” nickname to refer to another coworker
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Recognizing that you are being bullied Realizing that you are not the source of the
problem Recognizing that bullying is about control and has
nothing to do with your performance Keeping a diary detailing the nature of the
bullying (dates, times, places, what was said or done)
Keeping copies of harassing/bullying paper trails--Dealing with Bullying at Work: A guide for workers. Commission for
occupational safety and health. Government of Western Australia Workplace Bullying and Disruptive Behavior: What Everyone Needs to
Know. Washington State Department of Labor and Industries
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The “Target” Of Bullying.. Can Regain Some Control By:
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Having a witness at any meeting with the person who is bullying you
Checking for workplace policies/rules Using a counseling service like the
Employee Assistance Program Considering approaching the bully--Dealing with Bullying at Work: A guide for workers.
Commission for occupational safety and health. Government of Western Australia
Workplace Bullying and Disruptive Behavior: What Everyone Needs to Know. Washington State Department of Labor and Industries
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The “Target” Of Bullying.. Can Regain Some Control By:
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What About Other Challenging Behaviors?
Incivility Disrespect Difficult people Personality conflict Negative conduct Ill treatment
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I
E
Formula to Remember
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Acronym to Remember
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CYEControl Your Emotions
Acronym to Remember
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Effective Communication Skills are essential to
dealing with bullying and other challenging
behaviors
Key Strategy
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Re-work perceptions (e.g. positive, negatives, neutrals)
Read, research and explore options for problem-solving
Ask for help or enhance your skills Change your response Others…..
Other Strategies
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The Respect Institute: http://therespectinstitute.org
Johns Hopkins Civility Website and Dr. P. M. Forney: http://krieger.jhu.edu/civility
Choose Civility-Howard County, MD: www.choosecivility.org
This Website also includes a link for resources and materials. The annual free community wide civility symposium is October 5, 2011. You can register for this symposium on their Website.
Resources
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The Equal Employment Opportunity Commission www.eeoc.gov
The Workplace Bullying Institute www.workplacebullying.org
Washington State Department of Labor and Industries: Workplace Bullying and Disruptive Behavior: What Everyone Needs to Know: www.Lni.wa.gov/safety/research. (Write name of publication in search topics) This publication also has a good list of resources and contacts.
Resources
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Tanyka Barber, EEO Officer, 410 887-8937, [email protected]
Janice Zimmerman, EAP Counselor,410 887-5414, [email protected]
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Additional Contacts
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Slides 5 through 19 and slide 26: courtesy of Janice Zimmerman, EAP Counselor
Slides 21-25: courtesy of Tanyka Barber, EEO Officer
These slides were part of a presentation developed for administrators at the Safe Schools Conference.
ACKNOWLEDGEMENTS
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