A Proactive Approach to Managing Workplace

Bullying and Harassment In a Multicultural Environment

Workshop Goals

Define Workplace Bullying & HarassmentExamine Forms of Bullying BehaviorExpand definitions of diversity and cultureExplore the impact of culture on human

interactions and communicationsExplore ways prevent bullying behaviorDiscuss Anti- Bullying policies

Session Ground Rules

Understand that we are all experts in our own experiences.

Respect others experiences, values and opinions.

Be non-judgmental.Say OUCH, then educateTake RisksHave Fun!!!Expect Unfinished Business

Workplace Bullying

“….Bullying is a toxic combination of unrelenting emotional abuse, social ostracism, interactional terrorizing, and other destructive communication that erodes organizational health and damages employee well-being”

“….Bullying is not an individual problem in the workplace; bullying is an organizational problem.”

(Lutgen-Sandvik & Tracy, 2012)

Bullying Can Take Place Across Relationships

Supervisor – SubordinateSubordinate – SupervisorCo-Worker – Co-Worker Employee – Resident/Customer/Client

35% of all workers have been bullied62% of bullies are men; 58% of targets are

womenWomen bullies target women in 80% of the

casesBullying is 4 times more prevalent than

illegal harassmentThe majority (68%) of bullying is among the

same gender

Workplace Bullying Institute (2010 Survey)

Why Does it Happen

Enabling Structures and Processes –

Conditions within an organization have been established that allow this type of behavior to exist.

These conditions can be related to traditional gender roles and minority status. Bullying is also more prevalent in structures where power imbalance is part of the structure i.e. Public Safety, Jails, Utilities Departments, etc.

Motivating Structures and Processes

Individuals are of the mindset that they can actually benefit in some way by partaking in bullying other people.

The benefits may be related to promotions, increased compensation, bonuses, or just to make themselves stand out more within the organization as a superior employee.

Participating Processes

Triggers that can cause the act of bullying:Changes in work environmentDownsizing of an organization/increased workloadExcessive monitoring of workWithholding information that affects performanceChange in leadershipOpinions ignored New employeesChange in personal situationPersonality traits of parties

Organizational Situational Factors

Organizational restructuring, job insecurity, boring tasks, and high levels of competitiveness have all been linked to an increase in bullying behaviors.

Samnani & Singh (2012)

Other Explanations for Bullying in the Workplace

• Disagreements – Displaying bullying behaviors in order to “win”

• Authoritative – Using bullying behavior as an abuse of power

• Displaced – Bullying a target due to overall stress in the workplace

• Discriminatory – Bullying someone because that person is different

• Organizational – Demonstrating bullying behavior because they are oppressed and exploited

(Lutgen-Sandvik, Namie, & Namie (2009)

Elements of Diversity?

Ethnic group, race or color

National OriginGender

ReligionAge

Mental/Physical Ability or Disability

Gender Identity, Sexual Orientation or Expression

Family StatusMarital Status

…..within each

community

What Else Is Diversity?

ExperienceLevel of EducationLongevity Socio Economic StatusAddressSizeLanguage PoliticsGeography

Effective Relations

Is the ability to functioneffectively within the existence of

cultural differences.

Requires a willingness to be open to the expectations and realities of various cultures.

Culture frames our view of the world…..It is divided in Surface Culture and Deep Culture

SURFACE CULTURE Food Music Holidays Arts Heroes Folklore/Superstition

DEEP CULTURE Ceremonies & Rites Courtship & Marriage Health & Medicine Family Ties Body Language Religion – Values –

Beliefs Gender Roles

Understanding Culture

Individual Culture is multifaceted and encompasses:

• Personality & unique style• Internal Factors – gender, race, age, sexual

orientation• External Influences – society, experiences• Where individuals grow up or live now,

religious affiliation• Organizational Influences – seniority, level

within organization, work location

EVERY encounter is cross cultural………

There are NO “culture free” interactions!!

The Impact of Personal Culture on Communications

The Power of WordsLanguage and Communication style issues Non Verbal Communication Biases against the Unfamiliar Personal Values in Conflict Assumption the Everybody Knows the

“Rules”

Who is More Likely to Bully

MalesPeople with high stress jobsPeople who have been on the receiving end of

bullyingPeople with job insecurityPeople who have supervisors who are bulliesPeople who work in a culture where bullying

is rewardedPeople who lack interpersonal skills

What Does Bullying Look Like?

Being ridiculed or humiliatedSpreading of gossip and rumorsBeing ignored or excludedFacing a hostile reaction when you approachBeing the subject of excessive teasing or sarcasmBeing shouted at or being the target of

spontaneous angerIntimidating behavior – finger pointing, invasion

of personal space, impeding movementTampering with personal belongings

Cyberbullying

Cyberbullying techniques use modern communication technology to send derogatory or threatening messages directly to the victim or indirectly to others, to forward personal and confidential communication or images of the victim for others to see, and to publicly post denigrating messages.

Privitera & Campbell (2009)

The Impact of Bullying

Bullying impacts everyone within an organization, not just those people who are being targeted.

Bullying impacts the families and friends of those being bullied.

People who witness bullying are also impacted by the behavior.

Effects of Bullying

AbsenteeismDecreased productivityManifestation of illness

High turnover

Increased accidents on the job

Violence

Anti-Bullying Policies

Bullying procedures should be specifically identified

Policies must be posted and available to allCommunicate clearly defined reporting proceduresEnforce Zero Tolerance – Rules must be enforced

in a timely mannerImpose increased consequences for repeat

offendersGuard against retaliation for reportingSupport for the targets of bullying

Prevention

Ensure commitment from top levels of organizations

Provide training about bullying and it’s impact to all levels of staff

Provide training interpersonal skills – Conflict Resolution, Communication, Goal Setting

Anti-Bullying Workplace Awareness Campaigns

The Respect & Responsibility

”Every human being, of whatever origin, of whatever station, deserves respect. We must each respect others even as we respect ourselves.”

- Ralph Waldo Emerson

”Respect yourself and others will respect you.” -Confucius

“The price of greatness is responsibility.” - Winston Churchill

Thank You For Participating !!!

Barbara I. CheivesConverge & Associates Consulting

1977 Brandywine Rd. Suite 203West Palm Beach, FL 33409

barbara@convergeandassociates.com(office) 561-689-2428

(cellular) 561-351-6864