Bullied at Work? Know What to Do.

Bullying takes many shapes and forms, it can be verbal or non-verbal abuse.  Intimidation, relentless teasing and disrespectful actions are among these abuse.  And most of the time, their actions are always covert and not all victims are brave enough to conceal it.  Of course this is not an isolated case between boss-employee relationship but also, peer-to-peer bullying is the most common situation in workplace bullying.

If you are in a tough situation like this at work, would you know what to do?

According to an AARP jobs expert, Kerry Hannon, 1 in 3 workers are really having a tough time at work because of workplace bullies, and in her article, she wrote ways you can to do protect yourself from these disrespectful people.

Once you are able to identify the situation as bullying, think thoroughly what is really happening.  Would you consider that you may also be triggering the bully’s bad behavior?  He might really have a very bad attitude even outside the workplace?  Consider that, you may also have a responsibility in his actions.  Are you the only one receiving such treatment?  There are a lot of factors to consider to size up the situation.  Identify all points of actions to be sure that it really is workplace bullying.

Upon identifying, make sure to document what’s happening.  All unfavorable situations should be recorded.

You can also talk to the bully.  Make sure that you are confident enough to face the person who is always giving you a hard time at work.  A good one-on-one talk without any physical violence.

If a good hearty talk didn’t work, time to consider telling your situation to the department who handles all employees welfare.  That will be the Human Resource department.  They should take action after their own thorough investigation.

All four steps are included in you Plan A.  Now, if this Plan A doesn’t work out well, time to think of your Plan B.  If Plan A’s result if unfavorable to you and searching for another workplace is your Plan B, that is entirely up to you.  Be a professional in leaving your current workplace though, don’t spread that you’ll be leaving your post.

For more elaborate explanation of Kerry Hannon’s article, simply click here.


Handling Workplace Bully in Five Steps

The case of bullying is not isolated in the school grounds, it can also be found in the workplace.  It may not be that obvious but it is certainly present, with the same destructive effect to their victims.  According to Chrissy Scivicque, a career coach, corporate trainer, and public speaker there are five ways in handling a bully in your workplace.

The steps Chrissy Scivicque recommended includes evaluating the whole picture of the situation, be brave to oppose what is wrong,  record important details of the bullying incident, have your superiors and/or the HR department know what’s happening, and lastly, if all these steps fail, simply move forward with your life.

As you evaluate what’s happening with you in your workplace, make sure that the bullying incident is not just how his attitude really works.  A workplace isn’t like your home, it doesn’t need to be a pleasant place to always go to, so don’t go mistaking his civil work attitude as a bullying attitude.  Just like any other workplace bully victims, it needs a lot of courage to stand up for yourself.  It doesn’t mean you’ll be retaliating with your bully, but simply make him see how is the right way to treat people, if not nicely, then professionally.

These are just a couple of steps you will need to do to according to Chrissy Scivicque’s 5 Steps for Handling Workplace Bully the right way.  Read more of her article.

Dolphin Management Style Approach to Workplace Bullying

School-based bullying attracts more attention over the years but adults also bully and get bullied all the time in surprising places. Universities, hospitals, schools, corporations, and even the police stations are all settings where the real, common, and shockingly workplace bullying happens. A new study conducted by the Conference Board of Canada called: “Workplace Bullying Primer: What It Is and How to Deal With” clearly describes the rapidly increasing problem of workplace bullying. “Top Down” bullying is the most common form of workplace bullying in which a superior bullies his subordinates. Other forms include what we call “Lateral” or peer to peer and “Bottom Up” or employee bullies superior can also occur regularly. It was found out that email is the major method of workplace bullying. Email is considered as ubiquitous but it can be a feeding ground for nastiness around the workplace. Office rumors and innuendo can spread like wildfire in an instant behind the anonymity of a computer screen. When it comes to forms of bullying, women more often report about bullying from men in the workplace. Men on the other hand, direct their bullying behavior towards the work of victims. According to Shimi Kang, M.D., as a psychiatrist and addiction specialist, she can see the adverse effects of all kinds of workplace bullying on all types of people in her practice. Notable common effects experienced of workplace bullying includes symptoms of stress, mental health issues, disability leave, frequent absences, employee turnover, less productivity, lower job satisfaction, and increased legal fees for the company. How to solve workplace bullying? The problem is definitely real and there is a corresponding solution. The most effective leadership approach to workplace bullying is the Dolphin Management Style. You can read more of Shimi Kang, M.D.’s article as published in Psychology Today.

Workplace Bullying: A Big Issue But Not Taken Seriously

Bullying in the workplace has become a big issue in today’s organization, although many business owners are not taking it seriously.  Such is the case in Brisbane’s workplaces, according to Jonathan Mamaril, principal and director of NB Lawyers, a Brisbane based employment law firm.

Although cases of workers being victims of work place bullies has reached the attention of the Fair Case Commission, legislations covering workplace bullying in the country still doesn’t hold compensatory benefits.  Apart from that, Mamaril also mentioned concerns over companies that considers anti-bullying policies as only a guideline list rather than a regulation that needs to be followed.  This is rather alarming as it gives the impression that workers are more liable to be victims of workplace bullying.  This also indicates that organizations are either not aware or afraid of the consequences of employees being bullied at the workplace.

Currently, the Commission requires business owners found to have breached anti-workplace bullying regulations to develop internal policies to address the issue.  These internal mandates and procedures are meant to either solve workplace bullying or avoid such instances to happen again.  Aside from internal policies, another typical add-on to an anti-bullying program is to set up workplace bullying prevention training.

However, these steps and programs are not sure fire ways to lessen instances of being a victim of bullying at work.  Although, a recent case of work related bullying and the Commission’s judgement for the company to reform its workplace, should serve as a good example to other businesses to keep a healthy organization and work environment for its workers.

Click here to read more about Jonathan Mamaril’s insights on workplace bullying published at Brisbane Legal.

Workplace Bullying a Symptom of Dysfunction and a ‘Cancer’ in the Organization

Michelle Tuckey, a senior lecturer from the School of Psychology, Social Work and Social Policy at the University of South Australia has spent several years researching the effect of workplace bullying in organizations.  One of the countless research articles that have caught her eye described bullying as the “cancer” of the workplace.  The term cancer may seem like a heavy word to call workplace bullying, but it does bear some similarities especially on how devastating an effect bullying could have on a worker’s life.

Both cancer and workplace bullying are very hard to cure and can sometimes lead to death.  Although, suicide related deaths due to bullying have been very rare, as compared to cancer cases.  Still one of the focal points which Tuckey found as a main differentiator between the two indicates that workplace bullying is not a disease.  Unlike cancer, it is a symptom of a dysfunction in organizations.

Usually organizations would hold awareness sessions on workplace bullying for its employees, along with having specific company policies that emphasizes zero tolerance in the workplace.  However, such measures would only won’t be sufficient to really address workplace bullying.  These approaches typically treats bullying as a behavior that needs to be fixed.  One way on attacking the problem would be to remove situations where workplace bullying can happen.

Tuckey has listed several suggestions that can help solve workplace bullying.  One calls for clearly defined roles and duties for each and that “red tape” in the organization should be removed.   Supervisors and managers should also be coached, not only on their leadership skills, but on handling people and improving communication.

These are just some of the examples that Tuckey has identified in her article.  To learn more, click here to read the full article.