Ways of understanding and eradicating bullying

 

workplace-bullying-signs

There is no gainsaying the fact that bullying at the workplace is a very harsh and wicked way of degrading a colleague. It is a very uncivilized form of harassment at the workplace and is a serious deterrent to a healthy relationship at the professional level. Workplace bullying is very abusive by nature. Those at the receiving end of workplace bullying are subject to mental torture that is very humiliating.

Some of the behaviors that are considered bullying at the workplace include:

  • Yelling at a colleague
  • Manipulating their work
  • Sending nasty emails
  • Targeting them and isolating them socially

What are the ways in which employees subjected to workplace bullying suffer?

Bullying, like abuse, causes deep psychological effects on the victim:

  • Workplace bullying lowers the self-esteem of the victim
  • It causes anxiety at work
  • Employees who are subject to workplace bullying have higher degrees of burnout and depression
  • They are certain to experience a highly lowered level of job satisfaction.

If allowed to continue unchecked, workplace bullying can cause several difficult situations. These are some of them:

  • Victims of workplace bullying are likely to look for reasons to leave their job
  • They are likely to be less efficient at work than other normal employees
  • Workplace bullying results in conflict and misunderstanding and unhappiness in the victims’ family lives
  • Victims of workplace bullying offer poor customer service
  • In an organization in which there is rampant bullying, the workplace becomes unhealthy and vitiated.

Explore bullying and ways of containing it

Want to understand workplace bullying, so that you can take the right steps to help your organization overcome its fallouts? Then, you need to attend a webinar from TrainHR, a leading provider of professional trainings for the human resources industry. At this webinar, Catherine M. Mattice, who is President of consulting and training firm, Civility Partners, LLC, and has been successfully providing programs in workplace bullying and building positive workplaces since 2007; will be the speaker.

This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

To get a complete understanding of what bullying is and to implement ways of identifying and controlling it; please enroll for this webinar by visiting TrainHR

A complete discussion on all aspects of workplace bullying

Catherine will start with giving an understanding of workplace bullying. She will teach strategies that can be adapted to implement a corporate policy that meets employees’ expectations and gets their buy-in. The ways of empowering employees, supervisors and managers to prevent bullying will be explained. She will offer a wide perspective on regulatory updates on workplace bullying.

During the course of this 90-minute session, Catherine will offer research-based information on the core areas of workplace bullying, which include a definition of workplace bullying. She will offer these and give suitable examples. She will then take up the social system of bullying and describe the damage caused to targets, bystanders, and the organization with workplace bullying.

Corrective measures

Catherine will then move on to making a business case for addressing bullying to organizational leaders and suggest corrective action items to end bullying. She will also explain what kind of preventative action items and sustainable culture change can be taken and then explain regulatory updates and offer information about where bullying has already been made illegal.

This session is highly relevant and useful to those in charge of employee affairs in an organization, such as HR professionals, Business consultants, EAPs (Employee Assistance Programs), Labor relations, Unions, Leaders, Directors, Managers and Supervisors, and business owners.

She will cover the following areas at this webinar:

  • The definition of workplace bullying
  • Examples of bullying behaviors
  • The social system of workplace bullying
  • Damage caused to targets and the organization
  • Making a business case to the c-suite for ending bullying
  • Implementing a corporate policy that gets buy in from employees
  • Leaning on your core values to put a stop to bullying behavior
  • Empowering employees, supervisors and managers to stop bullying
  • Creating a strategic plan around ending bullying
  • Conducting effective employee and manager training that will provide the right skills
  • Regulatory updates on workplace bullying.

5 attributes for employee assistance program

An Employee Assistance Program (EAP) is a program that an organization implements to ease some of the personal problems faced by its employees. An employee assistance program is largely voluntary, in that it is not mandatory either for organizations to implement it, or for very employee to avail it.

employee assistance program - TrainHR

According to the Employee Assistance Professionals Association, here’s what to look for:

  1. 24/7 phone response. Seek out providers that have trained counselors on duty answering a toll-free phone line at all times. Avoid EAPs that require users to navigate an elaborate phone tree before reaching a counselor.
  2. Confidential services. Licensed, professional counselors should deliver assessments and face-to-face counseling sessions in safe, private and confidential offices. Make sure there are enough counselors in your area to deliver timely services in both urgent and nonurgent cases.
  3. Referral support and follow-up. The EAP should assist employees by providing referrals for long-term or specialized care based on assessed needs, recommended treatment and employees’ financial resources. The EAP should provide follow-up and ongoing support for employees.
  4. Crisis intervention. Will EAP counselors come to your facility if there’s an emergency, such as an incident of workplace violence? Good EAPs can provide counseling for traumatized employees. They can also help management coordinate emergency-response plans.
  5. Substance abuse expertise. Given their disproportionately great impact on the workplace, drug and alcohol abuse problems often represent the bulk of EAP cases.