Bullying at work on the increase
Or so the reports and surveys tell us. What we do know is that where bullying exists, trust does not. We also know that innovation requires openness and trust. So what do we really have in our organisations – innovation OR bullying?
Are you being bullied at work – or are you a work place bully?
As employers we have a responsibility to our employees, customers and suppliers for them to be respected and not bullied in any way. To deliver on that responsibility we need to first recognise when bullying is taking place.
It is said that half the population are bullied (not all at work)… most only realise it when they read articles like this.
How to spot a workplace bully:
|Bad (ineffective) Manager/ Team Leader||Good(effective) Manager/ Team Leader|
|Bully / Coward||Leader|
|Rigid/ short term||Identifies short & long term goals|
|Abdicates responsibility||Accepts responsibility|
|Takes all the credit||Shares credit|
|Denies failings||Acknowledges failings|
|Inability to learn or change ways||Learns from experience|
|Critical, singles people out||Fair, treats people equally|
|Disrespectful and inconsiderate||Respectful & considerate|
Bullying is often characterised as offencive, intimidating or insulting behaviour, an abuse of power through means intended to undermine, humiliate or denigrate the recipient.
Harassment is unwanted behaviour affecting the dignity of an individual in the workplace. It may be related to sex, age, religion, race, disability or personal preferences of the individual. It may be persistent or a one off incident.
What is bullying?
|What is bullying?
How to recognise a bully:
|How do I recognise a bully?Most bullying is traceable to one person, male or female – bullying is not a gender issue. Bullies are often clever people (especially female bullies) but you can be clever too. Who does this describe in your life?
Taking action at work to stop bullying:
Creating an anti-bullying ethos
Developing an anti-bullying policy is part of a wider commitment to ensuring a safe and productive work environment and a healthy workplace. Creating an anti-bullying ethos is a comprehensive and challenging objective which needs to be carefully thought through and understood before you start. This like any other organisational development strategy will require stakeholder buy-in and time to develop and implement. Like all change their will be some that welcome it and others that will not (use some of the tools in our change management sections). Often it will be the perpetrators that create the biggest resistance to this change. Be consistent, and seek help from professionals that are experienced in this area.
All staff will perform better and more effectively in an environment in which trust exists. If we want innovation, we cannot have any form of bullying or harassment – as an organisation we have a choice – innovate and survive or don’t and die eventually – we cannot have widespread innovation where bullying exists.
Many of our organisations are striving to develop the innovative capacity of our people, however to have a culture of innovation requires openness and trust – bullying is symptom of a culture which cannot sustain openness and trust.
For more information please visit http://www.bullyonline.org/workbully/index.htm and support the organisation by purchasing their resources
Management and Leadership development are importent to you and of course to the team here at RapidBI. We hope you find this information valuable, if you do please tweet or facebook like this page. Thanks
Check Out Mike Morrison's Book on Organizational Development – Theory and Practice, for tools and tips on developing organizations, managers and leaders on Amazon and Kindle
Read more management articles from the team