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Bullying and Workplace Violence<br />Janet Parker, D.V.M.<br />Medical Whistleblower<br />P.O. Box C<br />Lawrence , KS 66044<br />MedicalWhistleblower@gmail.com<br />

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Bureau of Justice Statistics 2001 <br />1.7 million workers are injured<br /> each year during workplace assaults<br />Violent workplace incidents account for<br />18% of all violent crime in the United States<br />Each year 807 workplace homicides<br />

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5 million U.S. hospital workers <br />Hospital workers - High Risk<br />2,637 nonfatal assaults on hospital workers occurred in 1999-a rate of 8.3 assaults per 10,000 workers. <br />Bureau of Labor Statistics (BLS)<br />

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Effects of Violence <br />Range in intensity and include the following:<br />Minor physical injuries<br />Serious physical injuries<br />Temporary and permanent physical disability<br />Psychological trauma<br />Death<br />

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Risk Factors<br />Volatile people - the influence of drugs or alcohol <br />History of violence or certain psychotic diagnoses<br />Working when understaffed-especially during meal times and visiting hours<br />

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Hospital Risk Factors<br />Long waits for service<br />Overcrowded, uncomfortable waiting rooms<br />Working alone<br />Inadequate security<br />Lack of staff training and policies for preventing and managing crises with potentially volatile patients<br />Drug and alcohol abuse<br />Access to firearms<br />Unrestricted movement of the public<br />Poorly lit corridors, rooms, parking lots, and other areas<br />

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Watch for signals<br />Verbally expressed anger and frustration<br />Body language such as threatening gestures<br />Signs of drug or alcohol use<br />Presence of a weapon<br />Evaluate each situation for potential violence when you enter a room or begin to relate to a patient or visitor.<br />

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Help Diffuse Anger<br />Present a calm, caring attitude.<br />Don&apos;t match the threats. Don&apos;t give orders.<br />Acknowledge the person&apos;s feelings (for example, &quot;I know you are frustrated&quot;).<br />Avoid any behavior that may be interpreted as aggressive (for example, moving rapidly, getting too close, touching, or speaking loudly). <br />

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Typology of violence<br />I: Criminal intent85% of all homicides<br />II: Customer/client 3% of all homicides<br />III: Worker-on-worker - Worker-on-worker fatalities account for approximately 7% of all workplace homicides.<br />IV: Personal relationship - 5% of all workplace homicides<br />

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Barriers to Prevention <br />Denial, Lack of Teamwork<br />Lack of incentives or disincentives<br />Lack of Worker Empowerment<br />Lack of Awareness & Policy<br />Lack of Information/Lack of Reporting<br />Lack of Communication/Training<br />Lack of Resources<br />

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How can people be so cruel?<br /> Across the land, away from the spotlight, a different kind of suffering goes on unnoticed - in homes, workplaces, schools, and universities. I am talking about intentional cruelty against other human beings, such as physical and emotional abuse, bullying, oppression and exploitation...<br />

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Workplace Bullying <br />Bullying is: <br />Persistent , unwelcome<br />Intrusive behavior of one or more individuals whose actions prevent others from fulfilling their duties<br />Hierarchical and can be traced to the top or near the top<br />Denial is the most common strategy employed by toxic managements<br />

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Purpose of Bullying <br />To hide the inadequacy of the bully <br />Has nothing to do with &quot;management&quot; or the achievement of tasks <br />Projection of Bully’s inadequacies onto others to distract and divert attention away from himself/herself<br />

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Tip of Iceberg <br />Misappropriation of budgets<br />Harassment<br />Discrimination<br />Breaches of rules, regulations, professional codes of conduct and health and safety practices<br />

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Common Denominator <br />The common denominator of harassment, discrimination, stalking and abuse<br />A harasser or discriminator focuses on race or gender or disability<br />Bullies focus on competence and popularity<br />

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Emotionally Immature<br />Seethe with Resentment and Anger <br />Jealousy and Envy <br />Pick on employees who are good at their job and popular with people<br />Crave attention and become resentful when others get more attention for their competence and achievements<br />

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Profile of a Bully<br />Compulsive lying<br />Dr. Jekyll and Hyde nature<br />High verbal facility<br />Charming <br />Capacity to deceive<br />Arrested level of emotional development<br />Compulsive need to control<br />

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Typical Outcomes for Target<br />Target is at least average, probably above average in job performance and yet……<br />Forced resignation<br />Unfair dismissal<br />Early or ill- health retirement whilst the bully is promoted<br />

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Tim Field’s Study in UK <br />12-50% of the workforce experience bullying <br /> 20% of cases from the education sector<br />12% are from healthcare <br />10% are from social services <br />6% from the voluntary / charity / not-for-profit sector.<br />

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Direct Costs<br />US $7-17 billion – even $44 billion<br />However 20% of employers still do not regard stress as a health and safety issue, instead preferring to see it as malingering.<br />

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Indirect Costs <br />Higher-than average staff turnover <br />Increased Absenteeism<br />Increased costs of staff cover <br />Increased administration costs<br />Loss of production and reduced productivity<br />

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Spreads like Cancer <br />Subtle in nature, bullying <br />Difficult to recognize <br />Excessive workloads <br />Lack of support <br />Climate of fear <br />High levels of insecurity<br />

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Psychological Trauma <br />Bullying is a form of psychological and emotional rape because of its intrusive and violational nature<br />Prolonged Bullying can cause Complex Post Traumatic Stress Syndrome<br />

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For Additional Information<br />The Workplace Bullying Institute, WBIFounded by Dr. Ruth Namie and Dr. Gary Namie<br />Bully on Line – Tim Fields website<br />

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Contact us <br />Dr. Janet Parker, D.V.M.<br />Medical Whistleblower<br />P.O. Box C<br />Lawrence , KS 66044<br />MedicalWhistleblower@gmail.com<br />