Speaker - Consultant - Corporate Trainer

www.CorporateBullying.org

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Bullying Is Not Just Childs Play!

Most people hear the word bullying and immediately associate it with school yards, children, peer pressure and unfortunately in recent years the word 'bullycide' also comes to mind. The fact is workplace's today have as much of a problem with 'bullies' as do elementary, middle and high schools.

The difference is the schools acknowledge the problem and proactively address it. Many workplaces are 'cultures' that allow the bully to continue their actions with complete disregard for the impact.  With so much bullying occurring, organizations are rightfully concerned about the impact on their organizational effectiveness.  Many organizations assume they are immune from bullying because they have a zero-tolerance policy intended to create/maintain a threat-free environment. Yet studies show these behaviors are widespread.  

Bullying occurs in many ways, some so blatant that everyone immediately knows it's occurring, an example is 'the screamer'.  This type of boss has that confrontational in your face demeanor and has NO problem using volume as a way to convey their thoughts.  Some bullying is subtle, below the radar, away from the eyes and ears of coworkers yet the impact is as devastating as the screamer.

Types of Bullying

The primary types of organizational bullying involves workplace and corporate (or) institutional bullying. Both forms can exist in the same organization.  Workplace bullying involves behaviors that are exhibited by an individual and normally are directed towards a specific individual. Corporate (institutional) bullying involves the organizational attributes, policies, accepted practices that can significantly increase the chances that workplace bullying will occur.

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Definitions

Workplace Bullying  

There are many definitions for workplace bullying.  We define it as: REPEATED unreasonable actions of individuals (or a group of individuals) directed towards and employee (or a group of employees), which are intended to humiliate, degrade, embarrass, intimidate, or undermine; or which creates a risk to the safety or health of the employee(s). Workplace Bullying is exhibited by peers and managers and can be linked to relationships of informal and formal forms of power in the workplace.

Corporate (Institutional) Bullying 

When bullying is so entrenched in the organizations culture that it becomes an acceptable way to manage and/or do business. The organizational attributes, policies, accepted practices foster this environment.   For example, a 'win at all costs' culture fosters an environment where the method of achieving success is not questioned.  This creates a culture where managers and peers are not held accountable for the acts of incivility that occur on a regular and accepted basis. 

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**  When defining these terms for purposes of workplace policies its important to be clear about the many ways bullying can manifest itself to ensure clarity and understanding.

TAGS
Corporate Bullying  Corporate Bullying  Corporate Bullying  
Corporate Bullying  Corporate Bullying Workplace Bullying  Workplace Bullying Workplace Bullying
Workplace Bullying Workplace Bullying Workplace Bullying
Workplace Bullying Workplace Bullying Workplace Bullying 
Corporate Bullying  
Corporate Bullying  Corporate Bullying  Corporate Bullying  Corporate Bullying 
Workplace Bullying Workplace Bullying Workplace Bullying
Workplace Bullying Workplace Bullying Workplace Bullying 
Corporate Bullying  Corporate Bullying  Corporate Bullying  Corporate Bullying  Corporate Bullying
Workplace Bullying Workplace Bullying Workplace Bullying
Workplace Bullying Workplace Bullying Workplace Bullying 
Corporate Bullying  Corporate Bullying  Corporate Bullying  Corporate Bullying  Corporate Bullying





"This program,ORG-PROGRAM-98605, has been approved for 3.0 (General ) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. Please be sure to note the program ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org."
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TOPICS FOR DISCUSSION

  • How do you spot bullying behaviors?
  • What kinds of things go into a ‘behavioral standards’ policy?
  • How to avoid being bullied?
  • What to do when you suspect someone of being a bully?

DESCRIPTION 

The workplace is becoming a battleground for many employees. The battle each day is being waged with the workplace bully who finds every excuse to degrade, belittle, chastise and basically make life miserable. Recent data has shown these behaviors have reached an almost epidemic level. (Some reports show as many as 80% of employees have experienced these behaviors.) The impact of these behaviors is devastating on the individual, he team, productivity and even the employees’ health. The information packed session will provide participants with an understanding of the following learning objectives: 

LEARNING OBJECTIVES

  • What behaviors actually constitute bullying?
  • Creating a ‘Minimal Behaviors Standard Policy’ to Stop Bullying
  • What is the impact? Financial Costs?
  • How do you prevent becoming a target/victim?
  • What are attributes of the organizational culture that allows bullying to thrive?
  • Legal Implications of Bullying
  • Fiscal impact of bullying.
  • Creating Effective Training to Mitigate Bullying
  • Archival, Quantitative and Qualitative Data Can Help You Uncover Bullying 
THREE STEP MODEL

  1. Create Reporting Process / Vehicles
  2. Investigate to Validate
  3. Corrective & Counteractive Measures

TAGS
Corporate Bullying  Corporate Bullying  Corporate Bullying  
Corporate Bullying  Corporate Bullying Workplace Bullying  Workplace Bullying Workplace Bullying
Workplace Bullying Workplace Bullying Workplace Bullying
Workplace Bullying Workplace Bullying Workplace Bullying 
Corporate Bullying  
Corporate Bullying  Corporate Bullying  Corporate Bullying  Corporate Bullying 
Workplace Bullying Workplace Bullying Workplace Bullying
Workplace Bullying Workplace Bullying Workplace Bullying 
Corporate Bullying  Corporate Bullying  Corporate Bullying  Corporate Bullying  Corporate Bullying
Workplace Bullying Workplace Bullying Workplace Bullying
Workplace Bullying Workplace Bullying Workplace Bullying 
Corporate Bullying  Corporate Bullying  Corporate Bullying  Corporate Bullying  Corporate Bullying