DSPMWorkplaceBullying

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A DSPM Consulting Presentation on the Effects of Bullying in the Workplace.

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Bullying in the Workplace Team Members Company President Blynda Masters Vice President Robie Dixon Editor Alis Plath Creative Director Matt Silvernale

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Issue: Bullying in the Workplace “Bullying is an intentional repeated pattern of offensive, insulting, threatening behavior . It is an abuse which makes the recipient feel upset, threatened, humiliated or vulnerable .” (Michigan Tech, 2012)

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Signs of a Bully Distorts truth and reality. Charming in public - two faced. Blames others for errors. A bully doesn’t want to hear the other side of the story , does not try to understand or get another point of view. A bully needs to control people. Makes inappropriate comments about appearance , lifestyle. Takes credit for others work. (Michigan Tech, 2012) Untitled photograph of girl not listening

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Effects of Bullies in the Workplace Staff turnover, absenteeism Low employee morale Poor work output/loss of productivity Legal action Workmen’s compensation claims Poor customer service (Michigan Tech, 2012) Untitled photograph of keyboard

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(Frank & Parker-Pope, 2008) The New York Times: My Boss Was a Bully

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Why do People Bully? They feel inadequate. Bullying others makes them feel special. They have observed others doing it. They have been bullied themselves. They feel entitled to do it. They can get away with it. (Stewart, 2009) Untitled photograph of bully at work

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Why do Victims Take it? They are not appropriately assertive. They feel helpless and inferior. They feel others will not like them if they stand up for themselves. They feel pushing back will only make matters worse. They are used to being treated this way. They do not believe their superiors will support them. (Stewart, 2009 ) Untitled photograph of victim of bullying

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Why does Bullying in the Workplace H appen? Bullies are not punished & thrive. Laws to stop it are either absent or too weak to be useful. No one in the company/agency has the will to stop it. www.WorkplaceBullying.org ( Namie , 2012)

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Create a zero tolerance anti-bullying policy . When brought to your attention, address the bullying behavior immediately. Reporting it should be strongly encouraged; complaints need to be taken seriously. Solution: What an Employer should do: ( Tytel , 2009 ) Untitled photograph of no bully sign

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Hold awareness and prevention sessions. Ensure that managers play an active role. Encourage open-door policies. Demonstrate what is and what is not acceptable behavior. Solution: What an Employer should do: ( Tytel , 2009 )

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1. Be Rational Write out the story ahead of time. Practice telling the story. Bring an outline. ( Bryner , 2007) Untitled photograph of face-palm 8 Tactics for a Story Human Resources will take Seriously

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1. Be Rational Write out the story ahead of time. Practice telling the story. Bring an outline. ( Bryner , 2007) 8 Tactics for a Story Human Resources will take Seriously

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2. Express Emotions Appropriately Envision yourself talking about another person. Use a calm voice and confident body language. Pause and take breaths. Create a vivid image. Don’t cry, shake, or raise your voice. ( Bryner , 2007) 8 Tactics for a Story Human Resources will take Seriously

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( Bryner , 2007) 8 Tactics for a Story Human Resources will take Seriously 2. Express Emotions Appropriately Envision yourself talking about another person. Use a calm voice and confident body language. Pause and take breaths. Create a vivid image. Don’t cry, shake, or raise your voice.

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( Bryner , 2007) 8 Tactics for a Story Human Resources will take Seriously 3 . Provide Consistent Details Document the details of abuse. Piece together your memories. Ask co-workers to recount their memories.

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3. Provide Consistent Details Document the details of abuse. Piece together your memories. Ask co-workers to recount their memories. ( Bryner , 2007) 8 Tactics for a Story Human Resources will take Seriously

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( Bryner , 2007) 8 Tactics for a Story Human Resources will take Seriously 4. Offer a Plausible Story Reference published studies. Use familiar metaphors. Don’t dwell on outrageous events.

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4. Offer a Plausible Story Reference published studies. Use familiar metaphors. Don’t dwell on outrageous events. ( Bryner , 2007) 8 Tactics for a Story Human Resources will take Seriously

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( Bryner , 2007) 8 Tactics for a Story Human Resources will take Seriously 5 . Be Relevant Focus on the bully’s actions. Discuss with other victims. Encourage supervisors. Avoid talking about exaggerated details.

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5. Be Relevant Focus on the bully’s actions. Discuss with other victims. Encourage supervisors. Avoid talking about exaggerated details. ( Bryner , 2007) 8 Tactics for a Story Human Resources will take Seriously

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6 . Emphasize Your Own Competence Highlight career successes. Detail efforts made to end the abuse. Explain how workplace performance is hindered. Do not agree with the bully’s negative characterization of you. ( Bryner , 2007) 8 Tactics for a Story Human Resources will take Seriously

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( Bryner , 2007) 8 Tactics for a Story Human Resources will take Seriously 6 . Emphasize Your Own Competence Highlight career successes. Detail efforts made to end the abuse. Explain how workplace performance is hindered. Do not agree with the bully’s negative characterization of you.

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( Bryner , 2007) 8 Tactics for a Story Human Resources will take Seriously 7. Show Consideration for Other’s Perspectives Acknowledge that the bully may not realize the negative impacts. Indicate that you realize the events you describe may be hard to believe. Explain the negative effects.

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( Bryner , 2007) 8 Tactics for a Story Human Resources will take Seriously 7. Show Consideration for Other’s Perspectives Acknowledge that the bully may not realize the negative impacts. Indicate that you realize the events you describe may be hard to believe. Explain the negative effects.

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8. Be Specific Use specific, concrete language. Identify and explain. Offer specifics. Ask if the listener has questions or needs clarification. ( Bryner , 2007) 8 Tactics for a Story Human Resources will take Seriously

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( Bryner , 2007) 8 Tactics for a Story Human Resources will take Seriously 8. Be Specific Use specific, concrete language. Identify and explain. Offer specifics. Ask if the listener has questions or needs clarification.

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Be Rational Express Emotions Appropriately Provide Consistent D etails Offer a Plausible Story Be Relevant Emphasize Your Own Competence Show Consideration for Others ' P erspectives Be Specific ( Bryner , 2007) 8 Tactics for a Story Human Resources will take Seriously

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Identify what is going on. Understand that bullying is about control and power. Document in detail occurrences. Work with your employer to solve the problem. ( Tytel , 2009) Untitled photograph of writing Employees should:

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Bryner , J. (2007, April 2). 8 Tactics to Bust the Office Bully . Retrieved November 20, 2012, from LiveScience : http:// www.livescience.com/7228-8-tactics-bust-office-bully.html Denham, Tom. [Untitled photograph of face-palm]. Retrieved November 20, 2012, from: http://www.wearepragency.com/how-to-write-outstanding-media-pitch-notes-an-easy-guide/ Frank, D., & Parker-Pope, T. (2008, March 25). My Boss Was a Bully. Retrieved from The New York Times.  Michigan Tech. (2012). Retrieved from How to identify bullying in the workplace: http:// www.mtu.edu/affirmative-programs/resources/print-resources/workplacebully.pdf Namie , G. (2012). The WBI Website 2012 Instant Poll A- Why Bullying Happens. Retrieved from Workplace Bullying Institute: http://www.workplacebullying.org/multi/pdf/WBI-2012-IP-A.pdf Stewart, K. L. (2009, October 31). Workplace Bullying An Overview of an Unacceptable Occupational Hazard. Retrieved from http:// www.slideserve.com/paul2/workplace-bullying-an-overview-of-an-unacceptable-occupational-hazard-a-presentation-for-the-2009-somc-surgical-servic Tytel , M. (2009, July 19). Bloomberg BusinessWeek. Retrieved from Workplace Bullying: http:// www.businessweek.com/stories/2009-07-19/workplace-bullying [Untitled photograph of girl not listening]. Retrieved November 12, 2012, from: http://rayhigdon.com/mlm-prospects-not-listening/ [Untitled photograph of keyboard]. Retrieved November 12, 2012, from: http://www.chamberplanmb.com/2012/03/staff-turnover/ [Untitled photograph of bully at work]. Retrieved November 14, 2012, from: http:// www.schoolangels.com.au/bm/resources/bullying/bullying-at-work-240408.shtml [Untitled photograph of victim of bullying]. Retrieved November 14, 2012, from: http://tweakyourbiz.com/management/2011/06/10/do-not-stand-alone-workplace-bullying-part-2/ [Untitled photograph of no bully sign]. Retrieved November 20, 2012, from: http://www.warwickschools.org/gorton/students.htm  [Untitled photograph of writing]. Retrieved November 20, 2012, from: http://www.wearepragency.com/how-to-write-outstanding-media-pitch-notes-an-easy-guide / References

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