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Do you want to Bust Bullying?

Release Date

04 March 2013

Behind the alarming statistics on workplace bullying are both professional and personal stories of grief and hardship and these have continued to be revealed as 2013 unfolds.
 
Roughly one in three workers in the workplace has experienced some form of bullying or poor behaviour and one in two has witnessed it. In fact, many people are suffering psychological damage from bullying.
 
Sometimes you know you are being attacked, but there is very little one can do about it.  But this is not about building resilience or character. 
 
The highest prevalence of bullying comes from four different industries; public administration, education, health and defence. The most common form of mistreatment is around verbal abuse: shouting, swearing, malicious sarcasm and intimidating behaviours.
 
Over 70 per cent of the perpetrators of workplace bullying are deemed to be managers, yet managers are often protected in the process.
 
In almost 50 percent of cases, the bullying behaivour has gone on for more than a year. So, stopping the bullying behaviour needs to be both a vision and end goal.  But how does one turn this around, if one feels powerless and unsupported?
 
An apology can sometimes go a long way in dealing with bullying, but an apology is useless if the behaviour does not change.  Doesn’t sorry mean sorry?
 
It would seem that competencies like ‘contributing to creating a dignified and respectful workplace’ are essential right across workplaces for all workers whether they are managers or not. Until this happens though, it is likely that bullying will continue, be it consciously or subconsciously.  If you have an internal HR policy on ‘non-bullying’ then workers behaviours should align it.
 
When workers are inducted to their new workplace, orientation programs should emphasise there is a bull – in bullying.   Moreover, productivity will not ultimately prevail if there is a bully in the midst.
It would be extremely harmonious if an organisation enabled the facilitation of an annual non-bullying culture program if they identified even a small inkling of its existence.
 
Start saying No to bullying and implement a non-bullying policy or a non-bullying culture program in your workplace today. 
If you need more information on organisational behaviours please contact

Larry Forsyth, Senior Manager WHS & HR Consulting on 1800 505 529 or email larry.forsyth@australianbusiness.com.au

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