workplace bullying time to grab the problem by the … · workplace bullying affects productivity...

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WORKPLACE BULLY ING

T IME TO GRAB THE PROBLEMBY THE HORNS

Dr.GeorgeVergolias,R3Continuumand

OscarVillanueva,TALGlobal

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AGENDA• Definition• Thenumbers• Examples• WhypayattentiontoWorkplaceBullying?• Regulatoryenvironment• PsychologyofWorkplaceBullying• HowdowedealwithWorkplaceBullying• Howshould wedealwithWorkplaceBullying• CyberBullying• Casestudies 2

W O R K P L A C E B U L L Y I N G

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WORKPLACE BUL LY ING – DEF IN I T ION

• WorkplaceBullyingisrepeated,health-harmingmistreatment ofoneormorepersons(thetargets)byoneormoreperpetrators.Itis abusiveconduct thatis:

• Threatening,humiliating,orintimidating,or• Workinterference— sabotage— whichpreventsworkfromgettingdone,or

• Verbalabuse

3Source:http://www.workplacebullying.org/individuals/problem/definition/


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WORKPLACE BUL LY ING – LEGAL P I C TURE

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• Federal:Bullyingintheworkplaceisn’tillegal,unlessit’sbullyingbecauseofsomeprotectedcharacteristic(sex,race,etc.)

• Existing:California,Utah,Tennessee,Minnesota (firstlegislativeattempt:2003)

• CurrentHWBBills:WA,OR,WV,MA,RI

• 32StateLegislators+2TerritoriesIntroducedtheHealthyWorkplaceBill(HWB)

• International:UK,Ireland,Sweden,Spain,CanadaandAustraliahaveworkplacebullyinglegislation


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REGULATORY ENV IRONMENT-CONCLUS IONS

• FormallegislationandregulationisscantdespiterobustlobbyingbygroupssuchastheWorkplaceBullyingInstitute(WBI), andsomeactivitywithinprivateandgovernmentoutfits

• Todate,onlyCalifornia,Utah,TennesseeandMinnesotahavepassedspecificworkplacebullyinglegislation

• UtahandCaliforniaarealoneinmandatingcompaniestoprovideanti-bullyingtraining

• Californiamandatingtherequirementforcompaniesemployingmorethan50workers

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WORKPLACE BUL LY ING – THE NUMBERS ( 2017 )

• 19%ofAmericansworkers(30million)sufferedworkplacebullying

• Another19%witnessedworkplacebullying

• 70%ofthebulliesaremen

• 30%ofthebulliesarewomen

• 61%ofthebulliesarebosses

• 33%ofthebulliesareco-workers

• 6%ofthebulliesabusesuperiors

6Source:http://www.workplacebullying.org/multi/pdf/2017/Prevalence.pdf


USPrevalence

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WORKPLACE BUL LY ING – THE NUMBERS ( CONT. )• 65%ofthetargetsofbullyingbymenarewomen

• 67%ofthetargetsofbullyingbywomenarewomen

• 25%ofthosebulliedareHispanic,21%areAfricanAmerican,19%arewhite,and7%areAsian

7Source:http://www.workplacebullying.org/multi/pdf/2017/Prevalence.pdf


NumberofUSWorkersAffectedbyBullying

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EXAMPLES OF WORKPLACE BULLY ING

• Shoutingoryellingat,berating,ridiculing,ordemeaningothers

• Name-callingandattacksonone’scharacter• Mocking,punishing,orputtingsomeonedowninfrontofothers

• Underminingorsabotagingtheworkperformanceofothers

• Spreadingfalseorsensitiveinformationaboutanother

Source:ColoradoStateUniversityWorkplaceBullyingPolicyhttp://policylibrary.colostate.edu/policyprint.aspx?id=729


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EXAMPLES OF WORKPLACE BULLY ING ( CONT. )

• Deliberatelyexcluding,isolatingormarginalizingapersonfromnormalworkplaceactivities

• Intrudingonaperson’sspacebytamperingwiththeirpersonaleffectsorworkequipment

• Punishmentsornegativeconsequencesdesignedprimarilytoshame,exclude,and/ordrawnegativeattentionfromothers

• Abusinghighlevelpositiontobelittleanddenigratesubordinates

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WORKP LAC E BU L LY ING UNCHECK ED

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8/24/129:03am- EmpireStateBuilding

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WORKP LAC E BU L LY ING UNCHECK ED

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FactPattern• Bothhiredaround2005atHazan Imports,immediateconflict• Historyofbumping,pushing,shovingeachother.• JohnsonjealousofErcolino,tauntedhimverballyandphysically• 4/11ElevatorincidentJohnsonbumpedErcolinoà grabbedthroat,

“Ifyoueverdoanythinglikethisagain,I’mgoingtokillyou.”• Bothfiledharassmentcomplaintsagainsttheother• Ercolino,amuchbiggerman,“Mayhavedominatedtherelationship.”• JohnsondownsizedSummer2011à 1 yearlater,financialstrain,eviction• 8/24/12shooting– 5xhead,1xchest• Co-workerIreneTiman “Iknewit,Ijustknewit

wasgoingtohappen,thatJeffwouldshoothim.”

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12http://www.safeathopkins.org

ContinuumofDisruptiveBehaviorsatWork(JohnsHopkins)


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WHY PAY AT TENT ION TO WORKPLACE BULLY ING?

• Bothemployeesandemployerstendtoavoidandignoreworkplacebullying

• Bothemployeesandcompaniesarevictimsofworkplacebullying

• Theharmfulconsequencesofthispracticearewaytoosignificanttojustifyignoringordismissing

• Workplacebullyingerodesmanyofthefoundationsnecessaryfortheexistenceofaproductiveworkenvironment

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WHY PAY AT TENT ION TO WORKPLACE BULLY ING? ( CONT. )• Itconstitutesadirectemotionalattackonanindividual• Itconstitutesahumiliatinginfringementoncivilrightsthatfracturesmoraleandtrust,stiflesinitiative,andcausesguiltandnegativefeelings

• Itcontributestodepression,anxiety,sleepdisturbances,digestivedisordersanddisorientationandleadsdirectlytodysfunction,absenteeism,marginalproductionand,ultimately,resignations

• Itaffectsthebottomlineinsignificantandoftenignoredorunnoticedways

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WORKPLACE BUL LY ING AFFECTS PRODUCT IV I TY• 20%ofrecentsurveyrespondersreportedthatworkplacebullyingcostthemupwardsofsevenhoursaweek(inproductivity)

• $8,800.Thisistheamountofannuallostwagesthatworkplacebullyingcostsatargetonaverage

• Everytargetofabullymayloseupto200hoursofproductivityannually.

• Ifthattargetedemployeetakessickorvacationtime,itmaybeatotalof400hoursoflostproductiontotheemployer

15Source:http://brandongaille.com/24-important-statistics-of-bullying-in-the-workplace


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PSYCHOLOGY OF WORKPLACE BULLY ING -WHY BULL I ES BULLY?

Allofusstartwithbasichumanneedsforconnectedness&validation

Peopleinallwalksoflifewanttofeel:

Successful Accepted

Significant FairlyTreated


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UnderlyingSenseof:

� Rejection

� Failure

� Discomfort/Inconvenience

Ego-Related:

� Correlationwithlowself-esteem

� Needtofeelsuperiortoothers:� Emotionalhomeostasis� Perceivedcontrol

Bulliesdemonstrateastrongneedtoexertpowerandcontrolthroughintimidationandcoercion,andusethoseastheirprimarymeanstocope

withconflict.


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CORE TYPES OF WORKPLACE BUL L I ES

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EmotionalAbuser-(Barker/Screamer)

Overtly usesintimidation,belittling,andembarrassmenttoputdownthevictimandelevatetheirownstatus.

PhysicalAbuser-(Biter)

Engagesinphysical,sexual,and/orracialabuse. Highlyproblematicbehaviorthatwillleadtolegalproblemsifnotresolved.

PowerHoarder-(Ignorer)

Exertsasenseofpower overvictimbyignoringthem,andnotgivingthemtime,attention,orsupportofanykind.

Passive-AggressivePredator(Weasel)

Usesnon-direct,insidiousapproach toundermine,defame,anddamagethevictim- oftenwhileassumingasupportive,likable,orneutralstance.

Cyberbully-(MissileThrower)

Usesinsults,intimidation,andthreatsfromadistanceasameanstoinfluence,coerce,orcontrolothers.

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PSYCHOLOGY OF BUL LY ING – IMPACT ON THE V I CT IM

• Emotional&Cognitivereactions

• Depression,anxiety,shock,anger,frustration

• Senseofhelplessnessand/orvulnerability

• Reducedself-esteemandsenseofcompetency

• Inabilitytoconcentrate19


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IMPACT ON THE V I CT IM ( CONT. )• Physical(“vegetative”)symptomssuchas:

• Poorsleep,increasedordecreasedappetite,

• Psychosomaticsymptoms- Stomachpains,headaches,panicreactions

• Socialreactions

• Familytensionandstress

• Decreasedsocializationatworkandcommunity

• Lowmoraleandproductivity20


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L IAB I L I TY CONS IDERAT IONS

PrivacyDefamation

WrongfulTermination

Discrimination

ADA

DuediligenceDutytoprotect

Negligence

Balancemustbeachievedinserviceofprotectingvictimsandmeetinglegalandethicalrequirementsof

handlingthebullyfairly.


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HOWDO WE DEAL W ITH WORKPLACE BULLY ING?

• Inthecurrentclimate,bothemployersandemployeesoftenchoosetoavoiddealingwithworkplacebullying

• Thisisobviouslyaninadequateresponse– virtuallyguaranteeingthemaintenanceofthestatusquo,alongwithitsseverecostsforbothemployeesandemployers

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HOWSHOULD WE DEAL W ITH WORKPLACE BUL LY ING?

• Callaprofessional

• ConductaWorkplaceBullyingAudit

• Makeaplan

• Implementtheplan

• Monitortheimplementation


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• CallaProfessional– Professionalassistanceisoftennecessarytoidentifyworkplacebullyingissuesandfindawaytomitigatethemthroughindustrybestpracticesandguidelines.


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HOWSHOULD WE DEAL W ITH WORKPLACE BUL LY ING? ( CONT. )

• ConductaWorkplaceBullyingAudit– Unlessyouknowthescopeanddimensionsoftheproblem,thereislittlechanceyou’llbeabletodealwiththeproblemitself,asopposedtodealingwithafewsymptomsbymakingbulliesgo“underground”.

• Theauditshouldusespecializedsurveyingtoolsdesignedtogetbeyondpeople’snaturalreluctancetodiscussanddiscloseworkplacebullyingincidents.Theendproductoftheauditprocessisapictureoftheworkplacebullyinglandscapeoftheorganization,downtothebullies’andvictims’names

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• MakeaPlan– Onceyouhaveagraspofthechallenges,significantactorsandtheorganizationalcultureassociatedwiththesituation,youcanstartdevelopingamitigationplan

• ForExample:EmployeesandManagers canbeofferedspecializedtraininginwaystodetect,deter,mitigateandresolvebullyingsituationbefore theybecomeamajorcrisis.

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• MakeaPlan– (Cont.)

• Theplanshouldtakeintoaccountseveralfactors:

• Bothbulliesandvictimsmustbepartoftheprocess

• Bulliessometimesfailtorespondtomitigationeffortsandmayneedtobefiredtosalvagetheorganization’sculture

• Asystemofrewardsandsanctionsmustbeconstructedthatwillreplacethefeedbackbullieshavereceivedsofarthatfedtheirbehavior

• Allparticipantswillhavetomeetclearperformancestandardsandroadmarks 27


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• ImplementthePlan- Executeavisible“ZeroTolerance”policy

• Encouragea“SeeSomething,SaySomething”attitude

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• MonitortheImplementation– Createametricmonitoringtoolandapplyitperiodically.

• Usetheconclusionstoapplycorrectivemeasures(e.g.,refresherworkshopsforemployeesand/ormanagement)

• Applynewtools/technologies/methodsasneeded

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CYBER BULLY ING – A SPEC IA L FORMOF WORKPLACE BUL LY ING• Definition:“theactofharassingsomeoneonlinebysendingorpostingmeanmessages,usuallyanonymously”

• Cyberbullyingcantakeplaceatalllevelsofanorganization:employeescancyberbullytheircolleagues,superiors,subordinatesandpeopleallaroundtheorganization.

30Source:http://www.dictionary.com/browse/cyberbullying


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CYBER BULLY ING ( CONT. )

• CyberBullyingsignifyamergingofoldhabits– bullying–withnewtechnology– cyber.

• Thisconjunctionmightobscuresomeofthedutiesandobligationsthatemployersshouldbeawareof,including:

• ObligationtoMaintainanon-discriminatoryandsafeworkplace

• LegalObligations

• Ethical&MoralObligations

• BalancingObligations:FreeSpeechvs.Privacy31


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CYBER BULLY ING ( CONT. )

Cyberbullyingcantakemanyforms,including:

• Emailsincludingoffensivecontent

• Emailsincludingexplicitorimplicitthreats

• Offensiveand/orthreateningposts,tweetsandotherformsofdisplayand sharingonsocialmediaplatforms

• Orchestratedcampaignsofrumors,innuendoandgossipusingmultiplechatforms,discussiongroups,messageandbulletinboardsandotherdigitalnetworkingandcommunicationsapplications

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CYBER BULLY ING - CHECKL I ST

Thelistbelowwillhelpemployers,employeesandinvestigatorsascertainwhethertheyarefacingacyberbullyingsituation:

• Hasthevictimreceivedmean,hateful,threatingtextmessages,IMs,emails,Facebookmessagesandanyotherformofsocialmediacommunication?

• Hassomeonepostedmeanorhurtfulthingsaboutthemonline?Haveotherscommentedandpassedonthesethings?

• Hassomeoneforwardedtheirtexts,IMsoremailstoanotherpersonwithouttheirpermission?

33Source:http://nobullying.com/the-cyber-bullying-checklist/


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CYBER BULLY ING – CHECKL I ST ( CONT. )

Thelistbelowwillhelpemployers,employeesandinvestigatorsascertainwhethertheyarefacingacyberbullyingsituation:

• Hassomeoneusedtheirpicturesinahateful,derogatory,orsimplymeanmannerandposteditonlineforotherstosee?

• Hassomeonestolentheirpersonalaccountpasswordsandstartedsendingmessagesorpostingandsharingthingspretendingtobethevictim?

• HassomeonestartedanoffensiveblogorFacebookpageorbadTwitterHashtagtodemeanthevictim?

34Source:http://nobullying.com/the-cyber-bullying-checklist/


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WORKPLACE BUL LY ING – CASE STUDY 1• TheCircumstances– Newmanager(woman),unseatingapopularmanager,workers

maintainedloyaltytoformermanager

• TheBehavior– DisobeyingInstructions,MakingRudeandVindictiveComments,presentingmanagementwithfalseaccusationsandattemptingtogetmanagerfired

• ImpactonWorker– Humiliated,belittled,withdrawal,agitation,anxiety,depression,inabilitytocontinueworkingandrequiringpsychiatrichelp

• AppealstoHelp– Employeeappealedtodirectmanager;receivednoresponseandappealedtoseniormanager;seniormanagerinstructedjuniormanagertotakeactionbutwasignored

• ManagementResponse– Initiallyignored;initiatedcorrectiveactiononlyafteremployeequitworkandlodgedaformalcomplaint

• Consequences– Legalaction,employerheldnegligent(~$300,000judgement);employer’sappealrejected

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Note:ThisisacasestudyfromAustralia– sometimes,it’sconvenienttoobservethingsfromadistance.

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WORKPLACE BUL LY ING – CASE STUDY 2• TheCircumstances– Aseniorsupervisorwasaccusedbyanewworkerof“beingarrogant,

patronizinganddismissive”duringhistrainingsessions

• TheBehavior– Theemployeesawthesupervisor’shandgesturesas“dismissive”,histoneofvoiceas“patronizing”andhisresponsetoquestionsas“patronizing”

• ImpactonWorker– Employeereportedfeelinghumiliated,dismissedandbullied

• AppealstoHelp– Employeelodgedaformalcomplaintagainstthesupervisor;otheremployeessupportedtheclaimswiththeirownanecdotes

• ManagementResponse– Supervisorwasinstructedtoundergoacoachingprogramtoimprovehismanagementandcommunicationsstyle

• ManagementResponse- Amediationprocesswasinitiatedbetweenthesupervisorandhisemployees

• Consequences– Relationshipsimproved,complaintsceased36


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CYBER BULLY ING – CASE STUDY

Scene1• GeorgeandMaryandworkforcommunicationscompany• GeorgelikedMary;hesendsheranemailoncompanyemail,invitingherforacoffee.Sherespondswitha“no”.Isthiscyberbullying?

Scene2• GeorgecontinuestosendMaryemail– oneadayforaweek.Isthatcyberbullying?

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CYBER BULLY ING – CASE STUDY ( CONT. )

Scene3• MaryrespondstoGeorgepersistencebysendinghimanemailaday,tellinghimtostopharassingher.DoesMary'sresponseconstitutecyberbullying?

Scene4• GeorgecomplainsaboutMarytohissupervisor.Whatshouldthesupervisordo?

Scene5• MarystartsdatingGuy,anotheremployee.Georgeisangryandhumiliated.Hecreatesaphoto-shoppedphotoofMary’sheadontopofaporn-star’sbody.Isthiscyberbullying?revengeporn?both?

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CONCLUS IONS

• WorkplaceBullyingisheretostay&willnotgoawayunlessweact

• CyberBullyingwillbecomemajorlegalandemploymentchallenge

• DealingwithWorkplaceBullyingrequirescommitment,planning,execution,monitoring– expertise

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Questions?Comments?

ThankYou!

OscarVillanuevaChiefOperatingOfficerTALGlobalCorporation408-993-1300ovillanueva@talglobal.netwww.talglobal.com

GeorgeL.Vergolias,PsyD,LPVicePresident,MedicalDirectorR3Continuum919-927-0184george.vergolias@r3continuum.comwww.r3continuum.com


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