A Proactive Approach to
Managing Workplace Bullying
and Harassment In a
Multicultural Environment
Workshop Goals
 Define Workplace Bullying & Harassment
 Examine Forms of Bullying Behavior
 Expand definitions of diversity and culture
 Explore the impact of culture on human interactions and
communications
 Explore ways prevent bullying behavior
 Discuss Anti- Bullying policies
Session Ground Rules
Understand that we are all experts in our own
experiences.
Respect others experiences, values and opinions.
Be non-judgmental.
Say OUCH, then educate
Take Risks
Have Fun!!!
Expect Unfinished Business
Workplace Bullying
“….Bullying is a toxic combination of unrelenting
emotional abuse, social ostracism, interactional
terrorizing, and other destructive communication that
erodes organizational health and damages employee
well-being”
“….Bullying is not an individual problem in the workplace;
bullying is an organizational problem.”
(Lutgen-Sandvik & Tracy, 2012)
Bullying Can Take Place Across
Relationships
 Supervisor – Subordinate
 Subordinate – Supervisor
 Co-Worker – Co-Worker
 Employee – Resident/Customer/Client
 35% of all workers have been bullied
 62% of bullies are men; 58% of targets are women
 Women bullies target women in 80% of the cases
 Bullying is 4 times more prevalent than illegal
harassment
 The majority (68%) of bullying is among the same
gender
Workplace Bullying Institute (2010 Survey)
Why Does it Happen
 Enabling Structures and Processes –
Conditions within an organization have been
established that allow this type of behavior to exist.
These conditions can be related to traditional gender
roles and minority status. Bullying is also more
prevalent in structures where power imbalance is
part of the structure i.e. Public Safety, Jails, Utilities
Departments, etc.
 Motivating Structures and Processes
Individuals are of the mindset that they can actually
benefit in some way by partaking in bullying other
people.
The benefits may be related to promotions, increased
compensation, bonuses, or just to make themselves
stand out more within the organization as a superior
employee.
Participating Processes
Triggers that can cause the act of bullying:
 Changes in work environment
 Downsizing of an organization/increased workload
 Excessive monitoring of work
 Withholding information that affects performance
 Change in leadership
 Opinions ignored
 New employees
 Change in personal situation
 Personality traits of parties
 Organizational Situational Factors
Organizational restructuring, job insecurity, boring
tasks, and high levels of competitiveness have all
been linked to an increase in bullying behaviors.
Samnani & Singh (2012)
Other Explanations for Bullying in the
Workplace
• Disagreements – Displaying bullying behaviors in order to
•
•
•
•
“win”
Authoritative – Using bullying behavior as an abuse of
power
Displaced – Bullying a target due to overall stress in the
workplace
Discriminatory – Bullying someone because that person is
different
Organizational – Demonstrating bullying behavior because
they are oppressed and exploited
(Lutgen-Sandvik, Namie, & Namie (2009)
Elements of Diversity?
 Ethnic group, race or




color
National Origin
Gender
Religion
Age
 Mental/Physical Ability
or Disability
 Gender Identity, Sexual
Orientation or
Expression
 Family Status
 Marital Status
…..within each
community
What Else Is Diversity?
 Experience
 Level of Education
 Longevity
 Socio Economic Status
 Address
 Size
 Language
 Politics
 Geography
Effective Relations
Is the ability to function
effectively within the existence of
cultural differences.
Requires a willingness to be open to the expectations
and realities of various cultures.
Culture frames our view of the world…..It is divided
in Surface Culture and Deep Culture
SURFACE CULTURE
 Food
 Music
 Holidays
 Arts
 Heroes
 Folklore/Superstition
DEEP CULTURE
 Ceremonies & Rites
 Courtship & Marriage
 Health & Medicine
 Family Ties
 Body Language
 Religion – Values –
Beliefs
 Gender Roles
Understanding Culture
Individual Culture is multifaceted and encompasses:
• Personality & unique style
• Internal Factors – gender, race, age, sexual
orientation
• External Influences – society, experiences
• Where individuals grow up or live now, religious
affiliation
• Organizational Influences – seniority, level within
organization, work location
EVERY encounter is
cross cultural………
There are NO “culture
free” interactions!!
The Impact of Personal Culture
on Communications
 The Power of Words
 Language and Communication style issues
 Non Verbal Communication
 Biases against the Unfamiliar
 Personal Values in Conflict
 Assumption the Everybody Knows the “Rules”
Who is More Likely to Bully
 Males
 People with high stress jobs
 People who have been on the receiving end of




bullying
People with job insecurity
People who have supervisors who are bullies
People who work in a culture where bullying is
rewarded
People who lack interpersonal skills
What Does Bullying Look Like?
 Being ridiculed or humiliated
 Spreading of gossip and rumors
 Being ignored or excluded
 Facing a hostile reaction when you approach
 Being the subject of excessive teasing or sarcasm
 Being shouted at or being the target of spontaneous
anger
 Intimidating behavior – finger pointing, invasion of
personal space, impeding movement
 Tampering with personal belongings
Cyberbullying
Cyberbullying techniques use modern communication
technology to send derogatory or threatening
messages directly to the victim or indirectly to
others, to forward personal and confidential
communication or images of the victim for others to
see, and to publicly post denigrating messages.
Privitera & Campbell (2009)
The Impact of Bullying
Bullying impacts everyone within an organization, not
just those people who are being targeted.
Bullying impacts the families and friends of those
being bullied.
People who witness bullying are also impacted by the
behavior.
Effects of Bullying
 Absenteeism
 Decreased productivity
 Manifestation of illness
 High turnover
 Increased accidents on the job
 Violence
Anti-Bullying Policies
 Bullying procedures should be specifically identified
 Policies must be posted and available to all
 Communicate clearly defined reporting procedures
 Enforce Zero Tolerance – Rules must be enforced in
a timely manner
 Impose increased consequences for repeat offenders
 Guard against retaliation for reporting
 Support for the targets of bullying
Prevention
 Ensure commitment from top levels of organizations
 Provide training about bullying and it’s impact to all
levels of staff
 Provide training interpersonal skills – Conflict
Resolution, Communication, Goal Setting
 Anti-Bullying Workplace Awareness Campaigns
The Respect & Responsibility
”Every human being, of whatever origin, of whatever
station, deserves respect. We must each respect
others even as we respect ourselves.”
- Ralph Waldo Emerson
”Respect yourself and others will respect you.”
-Confucius
“The price of greatness is responsibility.”
- Winston Churchill
Thank You For Participating !!!
Barbara I. Cheives
Converge & Associates Consulting
1977 Brandywine Rd. Suite 203
West Palm Beach, FL 33409
barbara@convergeandassociates.com
(office) 561-689-2428
(cellular) 561-351-6864