Workplace Bullying

I was reading about some research into workplace bullying in hospitals. This piece included a case study from an Australian hospital. http://content.healthaffairs.org/cgi/content/full/21/5/189#SEC2

In an environment where health providers throughout the world face increasing shortages of skill employees, the cost of workplace bullying is magnified. The issue can be that bullying is a hidden disease. Often it takes places without the perpetrator actually being aware that they are engaged in bullying behavior. This is a reflection of poor development amongst managers. Front line managers in particular should be at the forefront of identifying incidents of bullying and provide a bully-free role model.

In this research, 38% of people interviewed reported being the victim of workplace bullying. A further 40% reported being witness to workplace bullying. These are significant numbers. It is possible they are conservative reports; certainly the percentages will be higher in some organisations than others. This suggests bully is a feature of an organisation's culture. Where workplace bullying is actively discouraged the message is one which demonstrates such behaviour will not be tolerated.

The cost of workplace bullying can be high. The direct cost may be measured in turnover and failure to attract the best people to work in an organisation. The cost of prevention is lower than the cost of allowing bullying to take place.

The first stage in prevention is education and awareness. Regrettably many of our normal social behaviours are bullying behaviours - and therefore not considered out of the ordinary. Staff at all levels need to be made aware of various behaviours and the impact these may have on other people.

Following on from education is a process whereby all managers are seen to be developing and reinforcing a culture free of bullying. This begins in the CEO's office. If the CEO bullies senior executives or middle management or any staff member, then the message is clear. Bullying is acceptable. It is the way we do things around here.

All other managers should make an effort to demonstrate to their team members their understanding of the signs of workplace bullying and show by their actions they will be proactive in stamping out such behaviours. It goes without saying, almost, that they to should avoid such bullying behaviours themselves in their dealings with staff.

John Coxon & Associates has created an in-house program designed to reduce the costs created by workplace bullying. This program is a mixture of management consulting, workshopping and ongoing management coaching. To discuss the program telephone +61 3 5561 2228 or email admin@johncoxon.com.au
Why have we done this? Simple, we view this as a management behavioural issue. We work with managers to help develop effective management competencies. In your organisation, this issue can be resolved only when your management team take responsibility for their behaviours.

Let The Journey Continue

John Coxon & Associates
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