Category Archives: WORKPLACE

Bullying of part-timers pushing women out of police force

Police forces will struggle to retain women while part-time workers are bullied, the Police Federation of Australia says.

A new survey of 11,000 police across Australia found that one third of officers on family-flexible hours reported being victimised for their work choices. Of those, the vast majority were women.

The Police Federation study also found that, on average, female officers leave the force after seven years of service.

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Workplace bullying, and the futility of it all

All of us who have worked in any organisation would have had our fair share of bosses good and bad. The good bosses are those who take you under their wing, teach you the ropes and guide you through the organisational maze. They are those who inspire ordinary people to do extraordinary things. There are also bosses who bark and snarl their instructions or orders, point a critical finger at every opportunity and even tick you off at meetings and seminars. The human mind is geared to sift the good memories from the bad and retain them to dwell on in tranquil moments. The bad memories are best given a decent burial.

However, the published results of some recent research at the University of Manchester on workplace behaviour brought to my mind a few bosses I would rather not have encountered. The research states that “people working for bosses who display psychopathic and narcissistic tendencies” not only feel depressed because of constant bullying but are also likely to engage in counterproductive behaviour. All the aggressive, toxic rhetoric can whittle down your ego and reduce you to a robot.

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Fatal heart attack may have resulted from years of workplace bullying: WCB ruling

(Canadian OH&S News) — The Workers Compensation Board of Prince Edward Island (WCB) recently awarded benefits to a Hazelbrook, P.E.I. woman, after ruling that her husband’s death by cardiac arrest had been linked to workplace bullying.

Eric Donovan, 47, was a longtime employee of Queens County Residential Services (QCRS) who passed away on Nov. 11, 2013. The WCB awarded benefits to Donovan’s widow, Lisa Donovan, following a three-year legal proceeding. The ruling reportedly occurred last December, but was not publicized by the media until late March.

The award to Lisa Donovan was “based on a finding of fact that there was bullying, that there was resultant stress, that that stress was of a degree in severity that induced a heart attack, and that heart attack was fatal,” said her lawyer, James W. Macnutt, a partner with Charlottetown law firm Macnutt & Dumont.

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HSE survey flags bullying concern (Ireland)

Less than half of respondents would recommend the HSE as an employer to family/friends

A new staff survey carried out by the HSE has found that 28 per cent of respondents had been subjected to assault, verbal or physical, in the workplace, and 31 per cent experienced bullying or harassment, with another 46 per cent witnessing bullying or harassment in the past two years.

The response rate for the HSE Employee Engagement Survey ‘Your Opinion Counts’, which found that a focus on bullying and harassment in the Irish health service was required, was only 15 per cent — although this was more than double the response rate of a similar poll conducted in 2014 (7%).

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Why threats to get votes for health law are more workplace bullying than political tactics

In an effort to pass the health care law, Donald Trump placed intense political pressure on members of the House, even telling one key lawmaker “I’m going to come after you,” according to reports. The president has also made personal attacks on members of the judiciary.

How do these strong-arm tactics – I would call it bullying and intimidation – affect the workings of Washington? After all, the president, as the leader of the executive branch of our government, is responsible for establishing the organizational culture and monitoring the behavior of his administration.

As a citizen, a taxpayer and a psychologist, I’m concerned that we have a chief executive exhibiting behavior that would be considered bullying in business. By setting the example that bullying is okay at the top, it could become acceptable practice in our government and by extension in our businesses. And research suggests that could not only be detrimental to the health of individuals being bullied, but also harm the country overall.

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Have you been bullied at work? Share your stories (UK)

(Editor’s Note:  I am also interested in hearing stories of workplace bullying.  I am currently working on a book on the identification, prevention and correction of workplace bullying and need more examples of actual workplace bullying incidents and situations to include.  If you are willing to share you experience, please contact me through email or through my Facebook page.  Your privacy will be respected and protected.  Thanks.  — Mike Tully)

From bosses who try to sabotage their employees’ efforts, to colleagues who intimidate their co-workers or provoke them to tears: bullying at work is surprisingly common.

Nearly a third of workers in the UK experience ongoing intimidation. And with the rise in zero-hour contracts, insecure employment and cuts to legal aid, the problem can only get worse.

Studies show that bullies tend to be bosses or those in authority, making it hard for workers to speak up. “It is easy to denounce bullying,” says employment writer Stefan Stern. “The harder task is to understand why it is happening and to suggest ways of dealing with it.”

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Culture change needed to tackle bullying problem at South Canterbury DHB , chief executive says

A “change in culture” is needed to tackle an apparent bullying issue within the South Canterbury District Health Board (SCDHB), its chief executive says.

The results of the DHB’s Staff Engagement and Wellbeing Survey, carried out in November and December last year, show 41 per cent of staff disagreed or strongly disagreed with the statement bullying was not tolerated in their work area.

Chief executive Nigel Trainor said he was “not surprised” by the survey results.

The survey was completed by 377 people, 39 per cent of the DHB’s staff.

Trainor said bullying was “not unique” to the SCDHB, but was a wider problem within the New Zealand health system.

“There’s not a lot of surprises in this to be honest. This is really confirming what I potentially believed was the case.

​”There’s a lot of bullying in health as a whole and it’s something we want to bring out to the fore and tackle, actually look at what we can do about that.”

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Obesity in the workplace

(The United States takes a similar approach to obesity as the United Kingdom.  While obesity, per se, is not generally considered a disabling condition, certain maladies related to obesity are.  For example, some individuals with obesity also suffer from diabetes.  In addition, obesity can lead to musculoskeletal problems, especially with the knees and feet.  Some employers regard morbid obesity — generally 100 pounds over what is considered a normal weight — as constituting a disability, regardless of whether there are any related conditions.  — Mike  Tully)

With reports suggesting long-term sickness and absence may be fuelled by Britain’s obesity crisis, organisations are finding themselves under pressure to foster a culture of healthy eating and living within the workplace. But they are likely to find themselves with an increasingly tricky line to tread as they work to encourage healthy living, while not seeming to be discriminatory.

The relationship between obesity and absence from work hit the headlines in December 2016 when Dame Carol Black, who advised the government on the relationship between work and health, suggested people on benefits who are obese should attend sessions with a health adviser. This, Dame Carol argued, could encourage more people claiming benefits back into work.

Cost to the economy

A 2015 report by McKinsey & Company said obesity costs the UK nearly £47bn a year, with Nice reporting that an obese person takes on average four extra sick days a year.

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A 7 Step Process For Stopping Work Bullies In Their Tracks

Publicly trashing ideas with the intention to belittle others, scoffing and dismissing any suggestions or proposals made in meetings, openly making snide remarks and frequently denouncing fellow team members at work; these are some of the common characteristics that categorize bullies at work.

American bullying experts Drs. Gary and Ruth Namie ​define bullying as a “Repeated, health-harming mistreatment of a person by one or more workers that takes the form of verbal abuse; conduct or behaviors that are threatening, intimidating, or humiliating; sabotage that prevents work from getting done; or some combination of the three.”

The bully aims to assault the dignity, trustworthiness, competence, and self-worth of the target to derive personal gains or sadistic satisfaction, often leaving the target feeling responsible, guilty, isolated and confused.

So what can we do to stop these baddies in their tracks?

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