Creating an Inspiring Vision Can Help to Address Workplace Bullying

I often tell clients that they need a compelling vision in order to create a positive workplace where workplace bullying cannot survive. In one example, a client of mine manufactured aluminum spheres (apparently aerospace and automotive industries use them) and the CEO’s vision was to, “rule the world when it comes to aluminum spheres.”  When I interviewed everyone in the organization during a prevalence audit for workplace bullying, I discovered that every single employee truly believed in this vision. It was very real for them.

But, if everyone in the organization wants to “rule the world of aluminum spheres” then everyone in the organization has to act accordingly. Bullies will hinder any potential ruling of the world with their behavior and the damage it causes. Now the organization can hold everyone – bullies included – to engaging in behavior that will reach the vision.

A vision most inspires when it:

  • captures the people’s imagination on what the organization can achieve and what each employee can accomplish
  • connects with the people on an emotional and visceral level that engages their passion
  • inspires people to excel and work together to achieve a common goal, as well as aiming for higher expectations for themselves and the organization
  • provides a clear and compelling image of what the future will look like
  • taps into people’s desire to aspire for bigger and better things, wherein the vision would resonate with and call on the individual’s spirt, passion and dreams
  • provides people with a clear set of standards or a benchmark in identifying and evaluating the quality of their actions, which also serves as a gauge for assessing their behaviors and results
  • challenges people to focus their energies and unite together in attaining a common goal, which is most important so that people would realize that they can’t achieve it on their own and would need to work with each other to achieve a common good

Delaware Commission for Women Surveys Delaware Women to Ask About Life Experiences Including Workplace Bullying and Discrimination

The Delaware Commission for Women (DCW) is surveying Delaware women to learn more about their life and work experiences.  The DCW’s project is meant to learn from women from diverse walks of life and working conditions.  The survey involves questions about finances, making ends meet, personal and family considerations, work opportunities, as well as thoughts and worries that keep Delaware women up at night.  There will also be questions about workplace bullying and discrimination.

Apart from wanting to learn more about the female population of Delaware, the Commission’s decision to create a survey stemmed from the results of the “Shriver Report: A Woman’s Nation Pushes Back from the Brink.”  The Shriver Report indicated the following points:

  • Forty-seven percent of the workforce is female; sixty-two percent hold minimum wage jobs.
  • Balancing work and home, gender discrimination, sexual harassment, workplace bullying (from both genders) stall progress and present huge disadvantages for women.
  • One in three women lives in poverty or teeter on the edge, pay-check to pay-check. That’s 42 million women; add to those numbers 28 million children and the unknown number of people who depend on them for caregiving.
  • The wage gap cost the average woman between $700,000 to $2 million dollars over the course of her lifetime.

The results from the survey will be used to fuel DCW’s advocacy agenda and to help guide the agency on its priorities and initiatives that will affect Delaware women.  The survey data will also serve as a source of best practices and insights for the Delaware Commission.

Members of Delaware’s female population interested in the survey or those wanting to learn more about the project, may click here to read the full article.

Moisturizer Ad for Men Takes on Football Bullies

The presence of bullies can be seen and felt almost everywhere.  Children and adolescents may find a bully in their neighborhood or school, while employees experience bullying at work.  Bullies in the workplace also cuts across various industries and scenarios.  Interestingly, football bullies were also featured in the new Nivea for Men advert.

The less than one minute commercial stars professional football player Adam Lallana and other Liverpool teammates.  The commercial starts with Lallana staring into the camera, before he is subjected to various “tortures” such as a dog licking his face, a child smearing him with paint and a grandmother kissing him.  Aside from those incidents, the British athlete also had to face football bullies who threw two buckets full of ice water at him.  The cold water splash was courtesy of Liverpool teammates Philippe Coutinho and Martin Skrtel.  Another quick scene showed abuse at work when goal keeper Simon Mignolet threw a football directly at his face.  Ouch!

And while the abuse that Lallana endured in the commercial may have been fictional and the workplace bullying scene was part of a script, it still showed how anyone can be targets of workplace bullying.  The act need not be as extreme as the physical tortures that the commercial’s star was subjected to.  Bullying can also be through simple acts or verbal abuse.  In sports, some of these antics may seem like fun and games to other people, but for victims of bullying, it is a painful and stressful experience.

Still, the skin moisturizer advert presented a quick peek of football bullies, and how men can fortify their skin by using the product.

 

Click here to learn more about the advert.

Workplace Bullies Prevalent Among Medical Practitioners

A report from the Royal Australasian College of Surgeons (RACS) revealed that the country’s medical industry has a “toxic culture” particularly among Australia’s surgery departments.  Said departments are reportedly filled with sexual harassment and workplace bullying.

Professor David Watters, President of RACS, said that the victims of workplace bullies and sexual harassers shared their stories and described the devastating impact it had on their personal and professional lives.  According to the report, nearly half of Australian surgeons experienced discrimination, bullying and harassment at work.

What’s alarming is that 40 percent of surgical fellows, trainees and international medical graduates reported they were victims of work bullies.  Meanwhile, nearly 20 percent of surgeons admitted to having experienced discrimination and workplace harassment.  Sexual harassment incidents also measured 7 percent, mostly against women.

The numbers are quite daunting and it doesn’t paint a good picture of Australia’s medical industry.  It seems that speaking up also isn’t working since most of the reported sexual harassment cases reportedly continued on even after the complaint was raised.  It raises the question of whether medical institutions in the country have the proper procedures, policies and correct focus to solve or help with workplace bullying and harassment.

It also is sad that the “toxic culture” is preventing victims from making a formal complaint.  The affected workers and professionals are worried that it may have a negative impact on their career.  Some have even termed speaking up as “career suicide.”  A respondent reportedly said, “I still fear that he could ruin my reputation and destroy my life.”  What a scary working environment to be in.

Meanwhile, the RACS promised to come up with an action plan by November, to address workplace bullying and harassment.

 

Click here to read the full article.

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.