Bullying in the WorkplaceBullying in the WorkplaceThe Reality and The Solution

“Never be bullied into silence. Never allow yourself to be made a victim. Accept no one's definition of your life, but define yourself.”

- Harvey S. Firestone

The Toxic BossThe Toxic Boss

Case Study – PresentationPg 540 from the HRM TextbookGroup JawssMs. Sera Vosarogo, Ms Naomi

Waqawai, Mr Joe Caniogo, William

IntroductionIntroduction

Describe the case study- Identify the Boss- Identify the Worker- Identify the Non Worker- Culture at the workplace

Q1. Q1. Who are the stakeholder at this Who are the stakeholder at this case? Explain their interest?case? Explain their interest?

1. Steve Lambert.2. Amy Lewitt3. Jake Stern4. Employees of OZ Int5. The main stakeholders in this situation are Amy Levitt, the affected employee, other

employees feeling the pressure of a bullying manager, and the company itself. Employees would feel that they should not be subject to such behaviour from a supervisor, but seem to be afraid to make a complaint. Steve Lambert, the manager in question is concerned for output and profit, and has little interest in the feelings of his employees. Overall, the company may benefit in the short term from such a management style, but if it continues, the company will lose its best performers, and company performance and profits will slip.

Q2. Q2. If you were Amy, What If you were Amy, What would you do?would you do?

Seek help from professional such as Labour department or other organization

Advice HRM if any about his style and skill of management. Are there any legal implication on his behavior.

Identify whether his behavior link with workplace bully. Keep an eye out for openings in the papers for other related

jobs and work passively yet continue to search

Some obvious choices are: continue as is and try to handle it; report the situation as bullying, and hope that no negative consequences ensue; or start looking for another position, and getting out of the company as quickly as possible. Another possibility that might bring the problem into better focus for the organisation would be for Amy to go on stress leave

Q3. Identify the examples of bullying Q3. Identify the examples of bullying highlighted in this case. highlighted in this case.

Constantly picked on workers Humiliated in front of colleagues Name calling Physical & Verbally abused workers Screaming at workers High demand for his worker Disturb worker while sleeping at 2am Bullying is demonstrated in behaviour such as telephone calls at

inappropriate times, throwing a sandwich and screaming at the personal assistant.

Q3b. Q3b. Explain how you will deal with Explain how you will deal with them if happened to youthem if happened to you?? Understand what is workplace bully Identify the signs of a TB Educate staff on workplace bully Talk to staff how they feel about the boss,work etc Seek consultation with management on addressing the workplace

bully in the workplace Set up a policy on workplace bully Advice on Legal Implication Work within the frame work of Labour Laws .

Q4. What long term cost(financial or non Q4. What long term cost(financial or non financial) may OZ International face because financial) may OZ International face because of Steve Managements Styleof Steve Managements Style It can reduce:- efficiency- Productivity- Profitability- Unsafe work environment- Increase absentiseem- Sick leave and staff turnover- A bullying supervisor will drive people out of the company, creating

a human capital problem. Over the medium- to long-term this will affect the organisation’s effectiveness, leading to poor customer relations, system degradation, negative organisational culture and the like. Ultimately, if the problem is not resolved profits will be severely diminished

Q4. Q4. What long term cost(financial or non What long term cost(financial or non financial) may OZ International face because financial) may OZ International face because of Steve Managements Styleof Steve Managements Style

Cost Factor –losing good employees, high staff turnover

- Counselling- -Retraining of new staff- Compensation claim- Legal Actions- Non Cost Factor- Low Moral and employee self esteem, - -Unpleasant working enviroment

- - Culture of fear- -

-

Q5. If you were the HRManager at OZ Q5. If you were the HRManager at OZ International and Jo and Amy came to you International and Jo and Amy came to you separately for advice what would you do?separately for advice what would you do? Assured them that you will take action, and also record all the time

and behavior of Steve bullyness Talk to Steve about the labour laws and explain on the implication

of workplace discriminations and its effect on the organization

Explain some worse case scenarioThe company faces a legal issue in regard to bullying and the HR

manager should be aware of this. Depending on the influence of the HR manager in the company, some representation should be made at the executive level. Advice for the employee concerned should include a discussion of her legal rights in the situation, and a commitment to have something done about the bullying behaviour of the manager

Q5. If you were the HRManager at OZ Q5. If you were the HRManager at OZ International and Jo and Amy came to you International and Jo and Amy came to you separately for advice what would you do?separately for advice what would you do? Identify the behavior link to workplace

bullyAllow him to think and his feedbackThan propose to conduct training and

formulation of the workplace bully policy

Try to work out solutions before the situation gets serious or out of control.

Educate everyone about what bullying is, and to whom they can go for help.

Treat all complaints seriously, and deal with complaints promptly and confidentially.

Train managers and supervisors in how to deal with complaints and potential situations. Encourage them to address situations promptly, whether or not a formal complaint has been filed.

Have an impartial third party help with a resolution if necessary.

ConclusionConclusion

Workplace have ethical, legal and business obligations to provide employee with a safe and health working environment. Failure to do so is simply bad management

Workers are seen to be an expense not as a human capital

Act as soon as possible

ConclusionConclusion

Exposed the organisation to excessive risk and legal liability

HR Managers must be at the forefront in promoting safe and healthy work enviroments and stimulating managers to be aware of and accept their responsibility.

Thank You…………….