Career Chat // Workplace bullying // Friday, 19 Aug, 10 AEST

[Renstar]

 We touched on empowerment recently...

Through empowerment the victim of bullying becomes better able to recognise that in fact it is the perpetrator who has the problem and they are the ones who are falling short, however to do that requires counselling or other sort of coaching in order to feel empowered enough not only to stand up to the bully but also to seek redress.

In terms of organisational interventions ...

The interventions of mediation, coaching and organisation development are strategies that have been suggested. Where mediation involves personnel staff, the consumer or victim and the person or persons involved in the active bullying.

At an organisational development level, awareness training and vigilance is suggested as well as a mandate to eradicate workplace bullying in all its forms. Plus training in regards to emotional intelligence and de-stigmatising mental illness is also important.

However it has been shown that in many cases Mediation is an inappropriate intervention strategy for workplace bullying... This is because often it's too little too late and the lack of follow-up provides little or no assurance for the victims.

Therefore those studying workplace bullying have suggested that Coaching and organisation development are better follow-up interventions at the group and organisational level, to compensate for the failings of interventions such as mediation.

Organisational responses to workplace bullying should be;

- effective in determining the causes of workplace bullying

- determining the stage in the escalation process,

- the focus of the management should be on either the individual and/or organisation,

- the client’s (victim) support for the strategy proposed by the manager, and the client’s mandate vis-a`-vis the organisation should be apparent

Interestingly Coaching is seen to be one of the most "fascinating intervention strategies in organisations".

A study was carried out, and it was found that in the context of workplace bullying coaching can be used as an intervention strategy that supports superiors handling abrasive executives, i.e., individuals charged with managerial authority whose interpersonal behaviour causes emotional distress in co-workers and is capable of disrupting organisational functioning.

So it seems that if your organisation is happy to provide coaching to staff, a focus on education and de-stigmatising MI then it's likely you're going to be in a strong position of bullying should occur.

but if they are not prepared to handle workplace bullying at the organisational level ... then certainly there are things the individual can do and they include to seek outside help to develop resilience and a sense of empowerment.

plus ...

Ultimately there is also litigation and as workplace bullying is now considered to be one of the most important concerns for organisations, it is likely there would be greater chance now than in the past, of obtaining justice.

Finally it's important to note that once justice is exacted and the organisation have dealt with the problem, the person who has been bullied now has the task of taking care of themselves and finding a way towards dealing with the trauma or the incident.

In the end workplace bullying really is about taking care of yourself.

[Renstar]

Hi again @BlueBay sleeping is a good thing if your body and mind need it ... and if you've just come out of hospital even more so! 

I think your attitude is spot on ... If she can't be compassionate then it's a failing on her part. Let it go ... You've got enough to worry about without needing her approval. You have the support of the management and your psych ... Your job is only to take it slowly and heal ...

I really hope next week is better for you 

[Renstar]

Hi @NicK thanks for sharing your story

its sadly not uncommon...

The first thing you may have been able to do was see your personnel officer, they could have shown you your contract and you could have discussed with them what the new manager now expected of you and it could have become apparent to personnel that you were being treated inappropriately.

The thing is, you were not dismissed but you were definitely harassed,  I think without the support of personnel/HR it would have gotten worse.

I'm not sure how things would have played out but I do know that seeking the assistance of HR should always be your first port of call ... They know the law and if anyone is doing something wrong (workplace bullying) they'll want to make it stop ... Not just because you're a nice person and deserve better but because it could cost the company money!!!

....workplace bullying costs companies money ... The victim is in a stronger position now more than ever.

Yes it does take strength to stand up to the bully though and that's again where HR could help ... They have to be seen to be taking care of he employee. You could also have used their EAP to help with standing up to the new manager.

Yet ultimately however if they were all in on it then you're better off having left ... there are places where you will be treated well.

Hope you're doing better now @NicK 

[Renstar]

 Please keep on posting the forum is open until 4 o'clock I will be checking in the meantime... enjoy your weekend and hope to catch you next week on CareerChat.

Also a big thanks to @BlueBay and @NicK for being a part of it today ... 

[NicK]

Hi @Renstar,

Thank you for your advice.

I thought about taking further action but at the time I wasn't in the right frame of mind. I felt small and their actions made me feel even smaller. I was afraid and ran away - took the easy way out.

If there ever is a next (hopefully not), I will take it to HR for advice.

Thanks again for today's forum. Learnt a lot from your posts.