The document discusses workplace bullying, its impacts, and strategies for addressing it. It defines bullying as repeated less favorable treatment that intimidates, offends, degrades or humiliates others. Bullying can negatively impact productivity, morale, and staff turnover and retention. It is associated with increased absenteeism, mental health issues, and physical health complaints for those bullied. Effective strategies include having clear policies against bullying, leadership commitment, counseling, and relationship management to promote positive interactions and prevent issues from escalating.

1. The Impacts of
WORKPLACE
BULLYING
Sharlene Chadwick
Knowledge Series| 28 May 2013 | Sydney
Australasian College of Health Service Management

2. Workplace Bullying
•
Repeated less favourable treatment of a person by another or others in the
workplace.
•
May be considered to be unreasonable and inappropriate workplace practices.
•
It includes behaviours which intimidate, offend, degrade or humiliate others.

3. Use power attributed to
status, skills or position
Both men and women can
be involved
Can occur between workersmanagers; managers-supervisors;
co-workers

4. Bullying behaviours

Learned from our interactions and experiences

Relationship issue therefore needs a relationship solution

Complex social issue requires integrated response

5. Types
Face to face (direct)
Covert (indirect)
Cyberbullying

6. Share with a partner

Have you ever been bullied?

Have you ever bullied another?

Have you witnessed bullying behaviours in the workplace?

What is the difference between bullying behaviours and performance
management?

7. Bullying or performance management
constant fault finding and criticism
being shouted at in front of
others
refusal to acknowledge an employee and
their contributions and achievements
being isolated and separated from
colleagues, overruled, ignored or sidelined
being patronised in front of
others

8. 
Abusive, insulting or offensive language,
texts and emails

Unreasonable timeframes or constantly
changing deadlines

Undue criticism


Excluding, isolating or marginalising
Setting tasks not suitable to level of
competence

Withholding vital information


Unreasonably overloading with work or not
providing enough work
Denying access to information or
resources


Unreasonable treatment in accessing
entitlements
Spreading misinformation or malicious
rumours

Changing work arrangements

9. Statistics and facts
1:5
workers bullied
each week
FREE
ACCESS
2.5mil
experienced workplace
harassment
50%
25%
are bystanders,
witness bullying
bullied in previous 6 months
22%
74%
resigned rather
than reporting
bullied at some time in the
workplace

10. Impacts
productivity
decreases
morale
poor amongst staff
increases in staff
absenteeism
increases in staff
turnover
financial
legal costs, worker’s
compensation or management
time

11. Issues for people online

Cyberbullying

Selfies

Digital reputation

Digital citizenship

12. bystander
>
 Increased use of tobacco, alcohol and other
drugs
 Increase mental health problems –
depression and anxiety
 Miss or skip work or unexplained absences
person bullying
>
 Abuse alcohol and other drugs
 Instigate arguments and vandalise property
person being bullied
>
 Depression and anxiety
 Increased feeling of sadness and loneliness
 Changes in sleep and eating patterns
 Loss of interest in activities
 Health complaints
 Decreased achievement and motivation
 Engage in early sexual activity
 Criminal convictions and traffic offences
 Abusive towards partners and children

13. Long term consequences

people who were bullied in childhood are 4 times
more likely to have an anxiety disorder as adults

bullies who were also bullied are 14.5 times more
likely to develop panic disorder as adults and 4.8
times more likely to experience depression

men who were both bullies and bullied were 18.5
times more likely to have had suicidal thoughts

women who were both bullies and bullied were
26.7 times more likely to develop agoraphobia

bullies who were not bullied were 4.1 times more
likely to have anti-social personality disorder

boys who are bullies and bullied are likely to suffer
from mental health issues when they reach
adulthood (Bradshaw 2013 n:1420)

14. People who engage in bullying

Feel disconnected

Less friendly and cooperative

Level of peer acceptance but are disliked

High self esteem

Lower levels of empathy

15. People who are bullied

Feel disconnected

High levels of emotionality

Less well acceptance by peers

Low self esteem

Non assertive and socially withdraw

Lack confidence and skills in social interactions

16. Protective factors
Social connectedness is particularly important for people in their
workplace.

17. Increase the range of
protective factors by:
Teaching people social and emotional
skills
Develop empathy amongst people
Fostering positive relationships with
colleagues
Encouraging reporting behaviour
Teaching people knowledge and
skills to deal with bullying
behaviours

18. key factors
identify issues early
manage conflict before it escalates
relationship manage

19. be a support
>
Showing them empathy, support and
letting them know they’re not alone
find a safe place
be a role model
>
Bullying is not acceptable and we need
to demonstrate positive ways of
behaving and interacting with each
other
>
Help the person move to a safe
place where the bullying may stop
report to a supervisor >
Supervisors can intervene or stop it
when it’s occurring or validate the
person being bullied by listening
don’t be a spectator
>
The behaviour is encouraged by an
audience or laughing.
Let the bully know what they are
doing is not acceptable or
condoned.

20. values
Approaches
method of shared concerned
positive behaviour support
intervention and prevention programs
policies and procedures
leadership committment
restorative
practices
whole-systems
redesign social interactions
focus on wellbeing
targeted support
promote positive interactions
culture and ethos
strengths based

21. Approaches
Engaging people
in decision
and projects
making
Enhancement of
physical
environment
Professional
development
Counselling for
individuals
Work
partnerships
Positive and respectful
relationships are maintained

22. Approaches
Prevention
to decrease the
likelihood of bullying and
conflict arising
Response
to ensure everyone in the
organisation is responding
in an appropriate way
when they see bullying or
conflict occurring
Support and Review
to support those who may be
affected by workplace
bullying and to take active
steps to stop it occurring
again

23. organisation’s stand
>
The organisation’s stand in relation to
bullying behaviours
rights and responsibilities>
positive strategies
>
Positive strategies in place to counter
bullying behaviours
Staff, managers, supervisors.
Including provision for technology.
clear definition
>
A clear definition of bullying behaviours
which is global rather than a list of
specific behaviours
procedures
>
Procedures in place for reporting
and dealing confidentially with
bullying incidents

24. Legal

Not unlawful under federal and state antidiscrimination legislation (unless based on age,
sex, race or disability)

Occupational Health and Safety legislation –
promote health and safety in the workplace

Industrial Awards

Fair Work Amendment Bill 2013

Australian Workplace Agreements

Certified Agreements

Common Law

Employers – need to eliminate or reduce risks
to employee health and safety

Complaint procedures

Grievance procedures

Supervisors or managers

Unions

Organisations ie JobWatch

25. Contact details
Sharlene Chadwick
@sharlenechadwic
Sharlene Chadwick