Time for a test. Let us see how much you can remember [Dec. 3, 2011, 9:48 a.m.]
Types of bullying
Give an example of verbal bullying.
Give an example of physical bullying.
Give an example of gesture bullying.
Give an example of how bullying can effect a victim.
Give an example of how bullying can effect an organisation.
Give an example of how a victim can deal with bullying behaviour.
Now check your answers by going to the following website:
http://abc.tcd.ie/work.html
---hints---
Types of Bullying Verbal Bullying * Slandering, ridiculing or maligning an employee or his/her family * Persistent name calling which is hurtful, insulting or humiliating * Using a person as butt of jokes * Abusive and offensive slagging Physical Bullying * Pushing, shoving, kicking, poking, tripping people up. * Assaults or threats of physical assaults. * Damage to a person’s work area or property. Gesture Bullying Non verbal threatening gestures, glances which can convey threatening and frightening messages. Exclusion Socially or physically excluding or disregarding an employee or colleague. Extortion The deliberate extraction of money or other items of property accompanied by threats. What Forms Can Bullying Take? The forms that bullying can take, can include : work bully * Persistent picking on individuals * Shouting at staff in public and/or private * Personal insults and use of offensive nicknames * Public humiliations in any form * Constant criticism of trivial matters * Repeatedly accusing staff of errors which have not been made * Deliberately interfering with post and other communiques * Spreading unfounded malicious rumours * Encouraging other staff to disregard another staff member's orders * Ignoring/ cutting out an individual at meetings, giving deliberately ambiguous instructions, then setting objectives with impossible deadlines. * Inflicting menial tasks * Taking credit for another's ideas * Refusing reasonable requests for leave * Blocking a persons promotion Background of Bullying Research indicates three major causal models of bullying at work: work bully 2 1. Organisational climate and work environment 2. Human interaction 3. Personality factors 1. Organisational Climate and Work Environment Among the aspects of the work environment that appear to have the strongest influence of bullying is the quality of leadership. Others include: * The organisation of the working environment - poor working conditions, role ambiguity, role conflict, a strong feeling of lack of control. * The employer’s personnel policy - lack of managerial support, weak personnel department * Poor organisational information. * Level of work demands - too much or too little. * Value placed on employees self worth. * Working relationships. * Unsolved organisational problems. 2. Human Interaction It has been argued by researchers in the field of bullying and harassment at work that interpersonal conflicts are inevitable in an organisation. It is felt that the scapegoating process may serve as a vehicle to displace aggression in order to reduce tension and conflict. However, conflict need not escalate into bullying if there are effective preventative and management strategies. 3. Personality Factors Research on adults who bully indicates that they have personalities that are authoritarian, abrasive and tyrannical (Brodsky, 1976). A relationship has been found between bullying and the propensity to sexually harass. The individuals have a strong need to control, to dominate and to be in power. Bullying behaviour is often a manifestation of feelings of insecurity, lack of self-confidence and self esteem which have their roots in childhood. Research has pinpointed envy and resentment to be strong motives for bullying someone. Effects of Bullying Effects on the Individuals Physiological symptoms can include: Headaches/migraines; Sweating/shaking; Palpitations; Feeling/being sick; Stomach & Bowel problems; Raised blood pressure; Disturbed sleep; Loss of energy; Loss of appetite. Psychological symptoms include: Anger; Anxiety/Worry/Fear; Panic attacks; Depression; Loss of confidence and self esteem; Tearfulness; Loss of concentration; Forgetfulness; Lack of motivation; Thoughts of Suicide; Feeling isolated/helpless. Behavioural Changes: Becoming aggressive; becoming irritable; becoming vengeful; becoming withdrawn; Greater use of tobacco, alcohol and drugs; Obsessive dwelling on the aggressor; becoming hypersensitive to criticism; becoming emotionally drained. Bullying or harassment at work, not only affects the bullied but also his/her family. Individuals who are bullied may develop Post-Traumatic Stress Disorder (P.T.S.D) and/or Prolonged Duress Stress Disorder (P.D.S.D). The growing recognition that bullying at work is a cause of both ill-health, absenteeism and even death makes it a Health & Safety issue. Effects on the organisation The tell tale signs of workplace bullying in any organised setting include: * Reduced efficiency * Reduced quality and quality control * Low morale among staff * Atmosphere of tension * High rates of absenteeism * Drop in productivity and profits * Depression * Increase in cases taken to court Dealing with Bullying at Work If you feel you are being bullied there are a number of steps that you can take to deal with it * Do not blame yourself. The fault lies with the "Bully". * Keep calm under verbal attack, respond quietly and coherently. * Do not hide the fact that you are being bullied. Ask colleagues if they have the same problem. It helps if you can take joint action. * Keep a written record of all the things said and done to you. Write down your own feelings as well as dates, times, circumstances and any witnesses. * Confront the bully and tell them to stop. This has proven to be the most effective way of countering the problem. (However, this can be difficult as people who bully tend to deny their actions. They may also counter attack, accusing you of harassing them or they may play victim.) * Write a letter or memo to the "bully" if you are unable to confront him or her. Keep copies of all correspondence. * Speak to someone in higher authority whom you trust and ask for help. * Request a trained 3rd party, mediator. * Contact your trade union representative, if you have one * Enquire about the company’s code of conduct and policy on bullying. * If all efforts fail consider taking legal action.
Give an example of verbal bullying.
Give an example of physical bullying.
Give an example of gesture bullying.
Give an example of how bullying can effect a victim.
Give an example of how bullying can effect an organisation.
Give an example of how a victim can deal with bullying behaviour.
Now check your answers by going to the following website:
http://abc.tcd.ie/work.html
---hints---
Types of Bullying Verbal Bullying * Slandering, ridiculing or maligning an employee or his/her family * Persistent name calling which is hurtful, insulting or humiliating * Using a person as butt of jokes * Abusive and offensive slagging Physical Bullying * Pushing, shoving, kicking, poking, tripping people up. * Assaults or threats of physical assaults. * Damage to a person’s work area or property. Gesture Bullying Non verbal threatening gestures, glances which can convey threatening and frightening messages. Exclusion Socially or physically excluding or disregarding an employee or colleague. Extortion The deliberate extraction of money or other items of property accompanied by threats. What Forms Can Bullying Take? The forms that bullying can take, can include : work bully * Persistent picking on individuals * Shouting at staff in public and/or private * Personal insults and use of offensive nicknames * Public humiliations in any form * Constant criticism of trivial matters * Repeatedly accusing staff of errors which have not been made * Deliberately interfering with post and other communiques * Spreading unfounded malicious rumours * Encouraging other staff to disregard another staff member's orders * Ignoring/ cutting out an individual at meetings, giving deliberately ambiguous instructions, then setting objectives with impossible deadlines. * Inflicting menial tasks * Taking credit for another's ideas * Refusing reasonable requests for leave * Blocking a persons promotion Background of Bullying Research indicates three major causal models of bullying at work: work bully 2 1. Organisational climate and work environment 2. Human interaction 3. Personality factors 1. Organisational Climate and Work Environment Among the aspects of the work environment that appear to have the strongest influence of bullying is the quality of leadership. Others include: * The organisation of the working environment - poor working conditions, role ambiguity, role conflict, a strong feeling of lack of control. * The employer’s personnel policy - lack of managerial support, weak personnel department * Poor organisational information. * Level of work demands - too much or too little. * Value placed on employees self worth. * Working relationships. * Unsolved organisational problems. 2. Human Interaction It has been argued by researchers in the field of bullying and harassment at work that interpersonal conflicts are inevitable in an organisation. It is felt that the scapegoating process may serve as a vehicle to displace aggression in order to reduce tension and conflict. However, conflict need not escalate into bullying if there are effective preventative and management strategies. 3. Personality Factors Research on adults who bully indicates that they have personalities that are authoritarian, abrasive and tyrannical (Brodsky, 1976). A relationship has been found between bullying and the propensity to sexually harass. The individuals have a strong need to control, to dominate and to be in power. Bullying behaviour is often a manifestation of feelings of insecurity, lack of self-confidence and self esteem which have their roots in childhood. Research has pinpointed envy and resentment to be strong motives for bullying someone. Effects of Bullying Effects on the Individuals Physiological symptoms can include: Headaches/migraines; Sweating/shaking; Palpitations; Feeling/being sick; Stomach & Bowel problems; Raised blood pressure; Disturbed sleep; Loss of energy; Loss of appetite. Psychological symptoms include: Anger; Anxiety/Worry/Fear; Panic attacks; Depression; Loss of confidence and self esteem; Tearfulness; Loss of concentration; Forgetfulness; Lack of motivation; Thoughts of Suicide; Feeling isolated/helpless. Behavioural Changes: Becoming aggressive; becoming irritable; becoming vengeful; becoming withdrawn; Greater use of tobacco, alcohol and drugs; Obsessive dwelling on the aggressor; becoming hypersensitive to criticism; becoming emotionally drained. Bullying or harassment at work, not only affects the bullied but also his/her family. Individuals who are bullied may develop Post-Traumatic Stress Disorder (P.T.S.D) and/or Prolonged Duress Stress Disorder (P.D.S.D). The growing recognition that bullying at work is a cause of both ill-health, absenteeism and even death makes it a Health & Safety issue. Effects on the organisation The tell tale signs of workplace bullying in any organised setting include: * Reduced efficiency * Reduced quality and quality control * Low morale among staff * Atmosphere of tension * High rates of absenteeism * Drop in productivity and profits * Depression * Increase in cases taken to court Dealing with Bullying at Work If you feel you are being bullied there are a number of steps that you can take to deal with it * Do not blame yourself. The fault lies with the "Bully". * Keep calm under verbal attack, respond quietly and coherently. * Do not hide the fact that you are being bullied. Ask colleagues if they have the same problem. It helps if you can take joint action. * Keep a written record of all the things said and done to you. Write down your own feelings as well as dates, times, circumstances and any witnesses. * Confront the bully and tell them to stop. This has proven to be the most effective way of countering the problem. (However, this can be difficult as people who bully tend to deny their actions. They may also counter attack, accusing you of harassing them or they may play victim.) * Write a letter or memo to the "bully" if you are unable to confront him or her. Keep copies of all correspondence. * Speak to someone in higher authority whom you trust and ask for help. * Request a trained 3rd party, mediator. * Contact your trade union representative, if you have one * Enquire about the company’s code of conduct and policy on bullying. * If all efforts fail consider taking legal action.