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BULLYING IN THE WORKPLACE- AN ORGANISATIONAL ISSUE!
Bullying is now a significant issue in the workplace, with research showing that 1 in 3 people leave their job as a result of being bullied, with many more taking long-term sick leave. But it is not just the target of the bullying that suffers. Organisational effectiveness and development is also affected due to:

The bully pursuing their own private agendas, not Organisational objectives, which means that staff, time and resources not being managed effectively

The target, through fear, starting to under-perform, which causes stress and this often leads to increasing sickness leave being taken.

Other staff keeping their heads down so as not to draw attention to themselves, which reduces the amount of effective and creative work being carried out.
How Can We Spot It?

There are various characteristics evident in the target, but are rarely visible until the situation is in an advanced stage. However, the following may be a pointer to a problem situation.

A4 wire bound for easy photocopying Price £14.95 +£1.50 P&P

Available from:
Russell House Publishing Ltd. Tele. 01297 443948 help@russellhouse.co.uk
Devon Associates Tele. 01577 840531 or email

By Jo Clifton and Heather Serdar
ISBN 1-898924-66-X

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Multiple bullying
Increased or unexplained absence
Reduction in creativity or innovation
'Negative' atmosphere [people interacting only on a superficial level, no 'banter']
High staff turn-over

Individual bullying
Unexplained reduction in performance
Unexplained absences
Staying late, doing extra work, but with little or no result
Personality changes: outgoing to withdrawn, or shy to aggressive
Isolation of the target: often self-induced.

More information on identifying and tackling workplace bullying, can be obtained
from Bully Off! - details below.

This practical advice and guidance manual uses examples and case studies from the public, private and voluntary sectors to help people who may experience bullying, as well as their colleagues and managers to:

Recognise bullying at work

Respond effectively when it happens

Set up effective systems to prevent future occurrences
As well as helping to identify and to tackle bullying, BULLY OFF! gives photo-copyable examples of employee surveys, exit interviews to help to establish the extent of the problem as well as a selection of definitions of bullying, to help you to develop appropriate policy and procedures to set up support systems to initiate and sustain a positive culture.

You will read why voluntary and caring organisations can inadvertently create a bullying culture, due to things like funding uncertainty, pressure to reach targets, staff cuts and inadequate training.

For those concerned that they may be the target of a bully, advice is provided on what to look for in others and themselves, how to de-escalate tensions and how to equip themselves to continue positively at work.

For those with the power to prevent bullying, there is guidance on differentiating between bullying and management, developing a positive workplace and dealing with bullying before and after it happens.