Dealing with Workplace Bullies - and Inconsiderate Interviewers

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    22-Nov-2014
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I was invited to interview with South Piedmont Community College in Monroe, NC. I arrived 5 minutes early, completed an employment-related form, and was asked to take a seat in the lobby until summoned for the interview. I waited for more than one hour. The receptionist expressed surprise that no one involved in the interviewing process communicated with me the nature of the delay. Finally, I provided a copy of my presentation to the receptionist and left. I have received no communication from personnel at South Piedmont Community College. One might expect an explanation or, perhaps, an apology. After a period of waiting I sent my point of contact an invoice for $301.45, demanding payment in 30 calendar days. I also stated that if I do not receive payment by the deadline I will file a claim with the Union County North Carolina Small claims court. Now that I have prepared this presentation on "Dealing with Workplace Bullies" I believe I should put it to good use. Perhaps you would like to use it or modify it for your workplace training needs. Or maybe you are being bullied in the workplace and the 10 suggestions offered in the presentation will help you.

Transcript of Dealing with Workplace Bullies - and Inconsiderate Interviewers

  • 1. Workplace Bullying Real Implications of a Developing Concept Prepared for South Piedmont Community College By Kenneth Bandy
  • 2. Can You Identify the Bully?
  • 3. A Story with 3 Endings String feels anxious whenever Orbit's heavy feet pad the adjacent hallway. Nearly every day Orbit asks String for status on the plywood project. With stern look, folded arms, & broad shoulders Orbit fills the cubicle doorway. So what have you done since yesterday? is the typical question. Orbit's terse grunt follows String's nervous explanation. String endeavors to control breathing as Orbit's head methodically shakes back & forth.
  • 4. Definition Workplace Bullying is repeated, health-harming mistreatment of one or more persons (the targets) by one or more perpetrators. It is abusive conduct that is : Threatening, humiliating, or intimidating, or Work interference sabotage which prevents work from getting done, or Verbal abuse Workplace Bullying Institute, July 2014
  • 5. Bullying Legislation Tennessee Healthy Workplace Act (May 2014) Grants public-sector employers immune to bullying-related lawsuits if they adopt a policy that complies with the law. Applies only to public-sector employers, & administrators arent required to follow guidelines that the law ordered a state commission to draft by March 2015. Individual employees may still be held personally liable for abusive conduct.
  • 6. Which Ending is Best? Relief by Mutually Assured Destruction. With the help of a few trusted coworkers the String learned to survive until moving to another department. Orbit became aware through multiple messages and cues that the behavior was being monitored & recorded, & that options were available to make changes.
  • 7. Organizational Context
  • 8. Individual Performance Context 1.Acquire/Understand Position Description 2.Establish a Comfortable Level of Social Engagement in Workplace Community 3.Document Assignments, Schedules & Deadlines 4.Document Ongoing Offenses 5.Attempt to Communicate Concerns w/ Offending Party*
  • 9. Individual Performance Context 6.Use Formal Channels to Report Suspect Behavior (Document Responses) 7.Consider 3rd Party Review (Collegial/Legal/Professional) 8.Consider Alternative Legal Foundations for Complaint 9.Record Physical Reactions /Health Issues 10.Follow Instructions IAW Policies
  • 10. Legal/Procedural Remedies External Criminal Law Civil Litigation (Tort Law) Employer's Failure Failure to Follow its Own Procedures Grievances Appeal Process
  • 11. Student Behavior Mental or physical abuse of any person on physical or virtual college premises or at college sponsored functions, including verbal or physical actions which threaten or endanger an individuals health or safety. SPCC Student Handbook, 2013-14
  • 12. References Namie, G. (2014). The Healthy Workplace Bill website, accessed online @ http://www.healthyworkplacebill.org/ Reubenfire, A. (2014). Wall Street Journal, accessed [email protected] http://blogs.wsj.com/atwork/2014/06/20/first- state-workplace-bullying-law-has-few-fans/ SPCC Student Handbook (2013-14), accessed online @ http://www.spcc.edu/uploads/Student%20 Success/Student-Handbook-2013-2014.pdf Workplace Bullying Institute (2014). Website accessed online @http://workplacebullying.org/multi/pdf/ WBI-2014-US-Survey.pdf
  • 13. Workplace Bullying Real Implications of a Developing Concept Prepared for South Piedmont Community College By Kenneth Bandy
  • 14. Can You Identify the Bully?
  • 15. A Story with 3 Endings String feels anxious whenever Orbit's heavy feet pad the adjacent hallway. Nearly every day Orbit asks String for status on the plywood project. With stern look, folded arms, & broad shoulders Orbit fills the cubicle doorway. So what have you done since yesterday? is the typical question. Orbit's terse grunt follows String's nervous explanation. String endeavors to control breathing as Orbit's head methodically shakes back & forth.
  • 16. Definition Workplace Bullying is repeated, health-harming mistreatment of one or more persons (the targets) by one or more perpetrators. It is abusive conduct that is : Threatening, humiliating, or intimidating, or Work interference sabotage which prevents work from getting done, or Verbal abuse Workplace Bullying Institute, July 2014
  • 17. Bullying Legislation Tennessee Healthy Workplace Act (May 2014) Grants public-sector employers immune to bullying-related lawsuits if they adopt a policy that complies with the law. Applies only to public-sector employers, & administrators arent required to follow guidelines that the law ordered a state commission to draft by March 2015. Individual employees may still be held personally liable for abusive conduct.
  • 18. Which Ending is Best? Relief by Mutually Assured Destruction. With the help of a few trusted coworkers the String learned to survive until moving to another department. Orbit became aware through multiple messages and cues that the behavior was being monitored & recorded, & that options were available to make changes.
  • 19. Organizational Context
  • 20. Individual Performance Context 1.Acquire/Understand Position Description 2.Establish a Comfortable Level of Social Engagement in Workplace Community 3.Document Assignments, Schedules & Deadlines 4.Document Ongoing Offenses 5.Attempt to Communicate Concerns w/ Offending Party*
  • 21. Individual Performance Context 6.Use Formal Channels to Report Suspect Behavior (Document Responses) 7.Consider 3rd Party Review (Collegial/Legal/Professional) 8.Consider Alternative Legal Foundations for Complaint 9.Record Physical Reactions /Health Issues 10.Follow Instructions IAW Policies
  • 22. Legal/Procedural Remedies External Criminal Law Civil Litigation (Tort Law) Employer's Failure Failure to Follow its Own Procedures Grievances Appeal Process
  • 23. Student Behavior Mental or physical abuse of any person on physical or virtual college premises or at college sponsored functions, including verbal or physical actions which threaten or endanger an individuals health or safety. SPCC Student Handbook, 2013-14
  • 24. References Namie, G. (2014). The Healthy Workplace Bill website, accessed online @ http://www.healthyworkplacebill.org/ Reubenfire, A. (2014). Wall Street Journal, accessed [email protected] http://blogs.wsj.com/atwork/2014/06/20/first- state-workplace-bullying-law-has-few-fans/ SPCC Student Handbook (2013-14), accessed online @ http://www.spcc.edu/uploads/Student%20 Success/Student-Handbook-2013-2014.pdf