Workplace Bullying: What we know, who is to blame and what can we do?
CRC Press, Nov 1, 2001 - Technology & Engineering - 224 pages
Workplace bullying is an area that has attracted significant press attention throughout the last decade. A variety of well publicized surveys have revealed that this is an issue endemic in working life in Britain; and, at a conservative estimate, over half the working population can expect to experience bullying at work (either directly by being bullied, or through witnessing it) at some stage in their careers. This is now seen to be a disturbing event, with something like a fifth of witnesses and a quarter of direct targets leaving their organizations.
This serious damage to individuals has been accorded little direct research in Britain, although it has resulted in court cases brought under health and safety and equal opportunities legislation. The recognition of the problem and the emergence of court cases, have both served to focus employers on the need to deal with the issue. The recent strike vote at Ford in Dagenham, asking the employer to enforce existing anti-harassment policies, highlights the fact that having paper policies is not enough. Workplace Bullying is derived from the largest survey ever carried out on workplace bullying, supported by the CBI, TUC, Federation of Small Businesses, IPD, and the HSE among others. This study covered 5,500 people, but the book goes beyond it to explore all the issues associated with what is becoming a major issue in organizations.
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Waves of awareness around the world
What is bullying at work?
What comes next?
The targets of bullying
Is there really a problem?
Asking if people have been bullied
A pressure situation
At the level of society
Dealing with complexity
What is bullying?
What is bullying at the interpersonal level?
Bullying at the workgroup level
Bullying at the organisational level
Further levels of analysis
Identifying highrisk groups
Bullying as a drawnout affair
Being bullied in groups
What do targets do when faced with bullying?
What bullying behaviours are reported?
how many are actually bullied?
Outcomes of bullying
Behavioural implications of bullying
Bullying affects the organisation
Who pays for the effects of bullying at work?
Costs to society
Defining a bully
What do bullies do?
A problem with the data
Other sources of data regarding bullies
Trying to crack the complexity
Implications for the organisation
Bullying and corporate culture
Corporate culture defined
The culture web
Putting the web together
One culture or many subcultures?
Labelling the paradigm
What causes bullying the instigators
Instigators at the individual level
Instigators at the dyadic level
Instigators at the group level
Instigators at the organisational level
Combining the factors together
Who is to blame?
At the individual level
At the group level
What can individuals do?
If you are being bullied
Using informal methods to get help
Using formal methods to get help
Leaving the organisation
Getting back to normal
What we can all do
What can organisations do?
Policy and procedures
tackling bullying in other ways
Tackling pockets of bullying
Prevention of bullying
Organisations that bully
The ripple effect
The nature and prevalence of bullying at work
Sampling for surveys
Negative behaviours at work
Other editions - View all
abuse accused of bullying action Andrea Adams approach asked attribution theory aware blame bully or bullies bullying behaviour Cary Cooper cent chapter colleagues conflict cost deal with bullying definition of bullying difficult duty of care dynamics Einarsen employees endemic environment escalation evidence example experience factors feel focus further harassment Hoel and Cooper important incidents individual informal interventions investigation involved label Leymann monitoring negative acts negative behaviour norms occupational health organisational level pattern perhaps perpetrators person personnel positive possible Power Distance problem programme psychological contract PTSD questionnaire Rayner readers report being bullied responsibility role sample sector seen senior managers sexual harassment situation someone staff stress suggest survey targets of bullying trade union UMIST study UNISON study victimisation victims Whilst witnessed bullying women workgroup workplace bullying
Page 206 - Cooper, W. (1989). Predicting exit, voice, loyalty, and neglect.