LRPS Bullying Workshop

8/8/2019 LRPS Bullying Workshop

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HiddenHidden HarassmentHarassment PreventingPreventingWorkplace BullyingWorkplace Bullying

Pitsel and Associates Ltd.Pitsel and Associates Ltd.forfor

Lethbridge Regional Police ServiceLethbridge Regional Police Service

Creating a Civil WorkplaceCreating a Civil Workplace

Pitsel & Associates Ltd.


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Workshop OutlineWorkshop Outline1.1. IntroductionIntroduction

2.2. What is BullyingWhat is Bullying3.3. Bullying TacticsBullying Tactics

4.4. Effects of Bullying on theEffects of Bullying on the

Victim, Bully, Corporation Victim, Bully, Corporation



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5.5. MobbingMobbing6.6.

What bullying is NOTWhat bullying is NOT7.7. LRPS PolicyLRPS Policy

8.8. CasesCases9.9. Action Plan Action Plan



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Our Process TodayOur Process Today


Think

Pair

Share


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T.P.S.#1T.P.S.#1

1 .1 . Incivility, Harassment, Lack of Respect,Incivility, Harassment, Lack of Respect,Bullying, MobbingBullying, Mobbing

Are these the same or different? Are these the same or different?



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T.P.S.#2T.P.S.#2

2. How would you define workplace2. How would you define workplace

bullying?bullying?



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B ullying B ehavior B ullying B ehavior

1)1) The behaviors are repetitive;The behaviors are repetitive;2)2) The behaviors are hostile andThe behaviors are hostile and

unwanted;unwanted;3)3) The behaviors affect the person sThe behaviors affect the person s

dignity or psychological integrity;dignity or psychological integrity;4)4) The behaviors result in a harmfulThe behaviors result in a harmful

work environment work environment ..



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Top TenTop Ten

1.1. Blame for errorsBlame for errors2.2. Unreasonable job demandsUnreasonable job demands3.3. Criticism of abilityCriticism of ability4.4. Inconsistent compliance withInconsistent compliance with

rulesrules5.5. Threatened job lossThreatened job loss



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6.6. Insults and put Insults and put- -downsdowns7.7. Discounting or denial of Discounting or denial of

accomplishmentsaccomplishments8.8. Exclusion, icingExclusion, icing--out out

9.9. Yelling, screaming Yelling, screaming10 .10 . Stealing credit Stealing credit



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Stand by ShootingStand by Shooting - -MobbingMobbing

Bullies require an audience, and aBullies require an audience, and a

silent audience, for the bully, issilent audience, for the bully, istacit approval of the behavior.tacit approval of the behavior.Those watching, without overt Those watching, without overt

involvement, are silentlyinvolvement, are silentlyapplauding and cheering theapplauding and cheering the

bully.bully.Pitsel & Associates Ltd.


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S tandby Sh ooting (continued)W hile watching (and doing nothing) is a passive

form of involvement, it made lead to an activegroup form of bullying called Mobbing

Mobbing is the ganging up by co-workers,subordinates or superiors to fire someone in theworkplace through rumor, innuendo, intimidation,

humiliation, discrediting and isolation.Is it serious? In Sweden it is estimated that 10% to

20% of suicides are a result of workplacemobbing .



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Eff ect o f Bullying on t h eEff ect o f Bullying on t h eTargetTarget

-- F eeling of helplessness, coveredF eeling of helplessness, coveredby denialby denial

-- Abused spouse syndrome Abused spouse syndrome-- Memory lossMemory loss

-- Heart disease and strokeHeart disease and stroke-- NightmaresNightmares

-- Greater susceptibility toGreater susceptibility toalcoholismalcoholism



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-- Sleep disruptionSleep disruption-- Loss of concentrationLoss of concentration

-- Severe anxietySevere anxiety-- P.T.S.D.P.T.S.D.

-- Just plain angerJust plain anger-- InsecurityInsecurity

-- Shattered selfShattered self- -esteemesteem-- Anger to rage to murder Anger to rage to murder



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Eff ect on the B ullyEff ect on the B ully

Having the reputation o f a bully;Having the reputation o f a bully;Lack o f workplace cooperation;Lack o f workplace cooperation;

May be seen as a liability in a teamMay be seen as a liability in a teamorientated workplace;orientated workplace;Is avoided or shunned byIs avoided or shunned by

colleagues;colleagues;Deliberately isolated, a ff ectingDeliberately isolated, a ff ectingcareer advancementcareer advancement ;;



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R eputation o f having little or noR eputation o f having little or nopeople skills;people skills;

Named as a def endant in aNamed as a de

f endant in aharassment suit, and as such beharassment suit, and as such be

deemed a liability to thedeemed a liability to thecorporation;corporation;

Viewed as a liability due to causingViewed as a liability due to causinga high sta ff turnover:a high sta ff turnover:

Target o f compliant sabotageTarget o f compliant sabotagePitsel & Associates Ltd.


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Eff ect o f Bullying on t h e CorporationEff ect o f Bullying on t h e Corporation

The most obvious costs are with respect toTurnover. Staff turnover costs can be as

much as 150% of a person s annualsalary. These costs may or may not

include the following:1) decreased productivity anywhere

between 10% and 50%;2) Lost investment in training;

3) Administrative set up;



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4 ) Poor morale;5) Loss of desirable Corporate

culture;6) A toxic fearful work environment

fueled by fear, not collaboration.

7) Staff resistance to organizationinitiatives



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TPS # 3TPS # 3

What Bullying is NOTWhat Bullying is NOTWhat types of managerial actions orWhat types of managerial actions or

behaviours should NOT be considered asbehaviours should NOT be considered asbullying?bullying?



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What is Not B ullying B ehavior?What is Not B ullying B ehavior?

All employers have a legal right to All employers have a legal right to

direct and control how work isdirect and control how work isdone, and managers have adone, and managers have aresponsibility to monitor workflowresponsibility to monitor workflow

and give feedback onand give feedback onperformance.performance.



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A manager/supervisor is generally not a A manager/supervisor is generally not abully when:bully when:

1)1) Giving legitimate instructions andGiving legitimate instructions andexpecting them to be carried out;expecting them to be carried out;

2)2) Setting high but attainable standards of Setting high but attainable standards of performance;performance;

3)3) Criticizing work that is not up to agreedCriticizing work that is not up to agreedstandards, and;standards, and;

4)4) Taking disciplinary action that conformsTaking disciplinary action that conformsto fair public sector policy.to fair public sector policy.



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TPS #4TPS #4

What is the difference between What is the difference betweenbeing a

strong manager andbeing a

strong manager andbeing a bully?being a bully?



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TPS #5TPS #5

What do you believe would be theWhat do you believe would be thebest way to increase civility andbest way to increase civility and

reduce bullying within LRPS?reduce bullying within LRPS?



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LR PS PolicyLR PS Policy

Bullying in the workplace is repeatedBullying in the workplace is repeatedinappropriate behaviour conduced by oneinappropriate behaviour conduced by oneor more persons against another or othersor more persons against another or othersat the place or work and/or in the courseat the place or work and/or in the courseof employment and which couldof employment and which couldreasonably be regarded as underminingreasonably be regarded as undermining

the individual s right to dignity at work.the individual s right to dignity at work.



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What to doWhat to do

Tell the individual to stop, or,Tell the individual to stop, or,Speak to your supervisorSpeak to your supervisor

Speak to the LRPS Human ResourcesSpeak to the LRPS Human ResourcesManagerManagerSpeak to the Professional Standards Unit Speak to the Professional Standards Unit Speak to the Human Resources Manager,Speak to the Human Resources Manager,

CorporateCorporate Your Union/association Shop Your Union/association ShopStewart/RepresentativeStewart/Representative



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CA S E SCA S E S


Documents

LRPS Bullying Workshop