Workplace bullying

Hoel, H. and Cooper, C. (2000). Working with victims of workplace bullying. In H. Kemshall and J. Pritchard (eds) Good Practice in Working with Victims of Violence. London Jessica Kingsley Publishers. 

Quine, L. (1999). Workplace bullying in NHS community trust Staff questionnaire survey. British Medical Journal 318 228-32. 

Fatigue from upwards of fifteen hours non-stop work can produce the inattentiorr, altered perception, inappropriate reaction to events, and delayed reaction times which alcohol does. The effects of so-called recreational drug use, and this includes alcohol, can carry over into the workplace. In the case of alcohol, there may be a zero blood alcohol level by the time the employee starts work, but an increased level of irritability. This can lead to industrial relations disputes, or accusatiorrs of workplace bullying. 

Australian Council of Trade Unions. Workplace bullying is a serious health and safety hazard. It is usually characterized by... 

Workplace bullies exhibit a variety of behaviors that fall under the rubric of low-level violence. Workplace bullying is commonly thought of as harassment, emotional abuse, and targeted aggression. Bullying follows a pattern of behavior and is not an isolated incident. 

Bullying is usually viewed as occurring to schoolchildren but often happens in the work environment. As with children, adults feel threatened or ill at ease in reporting perceived incidents of workplace bullying. Probably many adult workers even fail to recognize that a behavior could be construed as bullying. 

Namie, G. US Hostihty Workplace Survey. Belhngham, WA The Workplace Bullying Trauma Institute, September 2000. 

Intimidation, bullying or strong language may also be part of the culture in some workplaces, but certain staff may not find them acceptable. 

Interestingly, bullying was not a factor in many of the cases and is not a primary indicator that a student who is bullied poses a threat to the school as a form of retaliation. Bullying, however, is a real concern and has been a factor in some of the cases in which students who were the targets of taunts and bullying described this as one of the reasons for their actions. When bullying was a factor, it was often described by the victim as torment, and if this same behavior was present in a workplace, it could be described as harassment or assault (Vossekuil et al., 2002). 

In bullying, the agent may not be considered violent or assaultive to the target, but this type of behavior may lead to violent acts by either party depending on the interaction occurring. Bullying has not been defined as workplace violence, but needs to be discussed in some context, because of... 

Bullying has always existed but has not been addressed as an occupational safety and health (OSH) issue until recently. It has become more of a concern with the rise of workplace violence as an OSH issue. Workplace buUying is not always thought of as an aspect of safety and health. It is commonly viewed as more of a social problan that is interpersonal in nature, one that individuals should work out between thanselves. However, it is not that simple. 

One would think that bullying would be considered discrimination in the workplace. However, that is not the clear rule, nor do company policy, government regulation, and law define it as such in all cases. Its prevalence is more widely accepted than in the past, but the research and study of bullying... 

What is a bully and what are the typical characteristics Here are some definitions from a wide sample of research that is attempting to address the problem. This is an excerpt of facts regarding bullying from the 2003 Report on Abusive Workplaces sponsored by the WBTI principal investigator was Gary Namie, PhD. 

Feiberg, P. Bullying in the Workplace is a Violence Warning Sign. Available at www.workplaceviolence911. com, July 1998. 

Conduct a workplace violence risk assessment to identify potentially violent situations. Take a look at environmental conditions, such as physical conditions at the work site organizational issues, such as recent restructuring or workforce reductions drug and alcohol use in the workplace and bullying or intimidation. Evaluate each potential risk and develop a plan to address those identified as high risk and those most likely to cause serious injuries. 

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