Employer Responsibility
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Taking Responsibility
· Unfortunately many people who are accused of bullying believe
that this is an inaccurate term to be used for what they do
(McCulloch, 2010). In reality bullying is just another form of
harassment and should be treated as such. (McCulloch, 2010).
There are different degrees of bullying in a mediators eyes.
· There are those who behave inappropriately without having any idea of how their behavior impacts others (McCulloch, 2010).
· There are people who’s bullying starts out as unplanned but then escalates because it has a desired effect (McCulloch, 2010).
· There is a category in which people bully each other in a reciprocal fashion and people who bully someone because they too are being bullied themselves (McCulloch, 2010).
· The last type of bully is described as a “workplace psychopath.” These people are different because they lack compassion and they enjoy and get satisfaction out of causing pain and distress to others (McCulloch, 2010).
Overview of How to Take Care of Bullying in the Workplace
· Every organization should adopt a prevention of harassment policy. Bullies often have a high regard for authority and may be less likely to bully others if a policy exists to forbid it in the first place. (McCulloch, 2010).
· There should be a range of staff that is nominated to deal with concerns and provide possible interventions. This gives the complainant a choice in whom to approach for help (McCulloch, 2010).
· These chosen people should not be a part of human resources because they have to big of a vested interest in the people involved and it will be too hard for them to separate them from these issues in the future (McCulloch, 2010).
· There should be a sequence of triage questions that should be asked. Questions asking about the basis of the claim such as; what happened, how often it occurs, how long it has been happening, and if there were possibly any witnesses to the bullying. (McCulloch, 2010).
· The interviewer should summarize with the complainant after each set of questions to be sure it is accurate and there is real understanding of what is being said. (McCulloch, 2010).
· It is important that the person contacted have the chance to discuss the situation with other nominated staff members if needed (McCulloch, 2010).
· Larger companies could also employ or contract with a mediator who is trained to deal with workplace bullying issues (McCulloch, 2010). That move alone would show staff that workplace bullying will be taken seriously. “Acknowledgement is a major first step in the process of combating the problem.” (McCulloch, 2010, p. 45).
References:
McCulloch, B. (2010). Dealing with Bullying Behaviours in the Workplace: What Works - A Practitioners
View. Journal Of The International Ombudsman Association , 39 - 51.
· Unfortunately many people who are accused of bullying believe
that this is an inaccurate term to be used for what they do
(McCulloch, 2010). In reality bullying is just another form of
harassment and should be treated as such. (McCulloch, 2010).
There are different degrees of bullying in a mediators eyes.
· There are those who behave inappropriately without having any idea of how their behavior impacts others (McCulloch, 2010).
· There are people who’s bullying starts out as unplanned but then escalates because it has a desired effect (McCulloch, 2010).
· There is a category in which people bully each other in a reciprocal fashion and people who bully someone because they too are being bullied themselves (McCulloch, 2010).
· The last type of bully is described as a “workplace psychopath.” These people are different because they lack compassion and they enjoy and get satisfaction out of causing pain and distress to others (McCulloch, 2010).
Overview of How to Take Care of Bullying in the Workplace
· Every organization should adopt a prevention of harassment policy. Bullies often have a high regard for authority and may be less likely to bully others if a policy exists to forbid it in the first place. (McCulloch, 2010).
· There should be a range of staff that is nominated to deal with concerns and provide possible interventions. This gives the complainant a choice in whom to approach for help (McCulloch, 2010).
· These chosen people should not be a part of human resources because they have to big of a vested interest in the people involved and it will be too hard for them to separate them from these issues in the future (McCulloch, 2010).
· There should be a sequence of triage questions that should be asked. Questions asking about the basis of the claim such as; what happened, how often it occurs, how long it has been happening, and if there were possibly any witnesses to the bullying. (McCulloch, 2010).
· The interviewer should summarize with the complainant after each set of questions to be sure it is accurate and there is real understanding of what is being said. (McCulloch, 2010).
· It is important that the person contacted have the chance to discuss the situation with other nominated staff members if needed (McCulloch, 2010).
· Larger companies could also employ or contract with a mediator who is trained to deal with workplace bullying issues (McCulloch, 2010). That move alone would show staff that workplace bullying will be taken seriously. “Acknowledgement is a major first step in the process of combating the problem.” (McCulloch, 2010, p. 45).
References:
McCulloch, B. (2010). Dealing with Bullying Behaviours in the Workplace: What Works - A Practitioners
View. Journal Of The International Ombudsman Association , 39 - 51.