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Date: April 30, 2024 Tue
Time: 2:29 am
Time: 2:29 am
Results for workplace bullying
5 results foundAuthor: Braithwaite, Valerie Title: A Multipronged Approach to the Regulation of Workplace Bullying Summary: This paper reviews the substantial body of research on workplace bullying with a view to developing a regulatory framework for controlling and preventing bullying problems. The paper argues that  Top down approaches in dealing with workplace bullying are unlikely to be effective;  Local knowledge, understanding and capacity are crucial to managing workplace bullying;  Workplace bullying is an interpersonal issue that can be triggered and sustained by a host of factors including the personalities of the people involved, the norms of the workplace, structural features of the work, management style and emotional well-being;  Workplace bullying can be understood as a competitive struggle of oneupmanship that locks individuals into bullying/victim roles;  Better management of shame is at the heart of workplace bullying problems;  Because of the complex set of factors leading to shame and shaping bullying, a multipronged approach is necessary that engages all levels of the organization. This might include organizational policy, organizational backing of local plans for managing bullying, mentoring, counselling, restorative justice conferencing, overhaul of work structures and practices, and mediation;  Where workgroups communicate well, show respect for each other, are fair and open in their dealings with each other and are supported by their senior officers, compliance with policies such as anti-bullying is likely to be higher. Details: Canberra: Regulatory Institutions Network, Australian National University, 2013. 26p. Source: Internet Resource: RegNet Occasional Paper 20: Accessed June 1, 2013 at: http://regnet.anu.edu.au/sites/default/files/ROP20.pdf Year: 2013 Country: International URL: http://regnet.anu.edu.au/sites/default/files/ROP20.pdf Shelf Number: 128884 Keywords: Restorative JusticeWorkplace BullyingWorkplace Security |
Author: Victorian (Australia) Auditor General Title: Bullying and Harassment in the Health Sector Summary: Workplace bullying is repeated and unreasonable behaviour directed toward a worker or a group of workers that creates a risk to health and safety. Harassment is treating someone less favourably than another person or group because of a particular characteristic—such as ethnic origin, gender, age, disability or religion. Bullying and harassment have been shown to have significant negative outcomes for individuals. They can cause serious physical, psychological and financial harm to both those experiencing such treatment and to witnesses. Bullying and harassment can affect self-esteem, mental and physical wellbeing, work performance and relationships with colleagues, friends and family. Significant financial impacts may also result from work absences, medical costs, loss of job promotion opportunities and the risk of permanent disability. In 2010, the Productivity Commission estimated the total cost of workplace bullying to the Australian economy at between $6 billion and $36 billion annually. The impacts of bullying and harassment on the health sector are also significant. Research shows that these impacts include high staff turnover and associated recruitment and training costs, reduced productivity through poor morale and demands on management time, difficulties in recruiting and retaining staff, and the potential for significant legal costs and reputational damage. The prevalence of bullying and harassment in the health sector is not conclusively known, however, recent research suggests it is widespread: - In 2013, the Victorian Public Sector Commission’s (VPSC) People Matter survey found that 25 per cent of health agency employees reported experiencing bullying, the highest of all Victorian public sector agencies. - In 2014, Monash University's report Leading Indicators of Occupational Health and Safety: A report on a survey of the Australian Nursing and Midwifery Federation found that 40 per cent of nursing professionals who responded to a survey reported experiencing bullying or harassment within the previous 12 months. - In 2015, a prevalence survey conducted by the Royal Australasian College of Surgeons' Expert Advisory Group found that 39 per cent of surgeons who responded to the survey reported experiencing bullying and 19 per cent reported having experienced harassment. Occupational health and safety (OHS) legislation places duties on employers to eliminate or minimise health and safety risks in the workplace. Workplace bullying and harassment is best dealt with by taking steps to prevent it from occurring and responding quickly if it does occur. Fundamental to this is the need to create a positive workplace culture where everyone treats each other with respect. This is because bullying exists on a continuum of inappropriate workplace behaviours. Evidence indicates that workplace conflicts or minor inappropriate behaviours can easily escalate into bullying or harassment. Early intervention can prevent this. In addition, minor inappropriate behaviours can cause harm and distress and pose a risk to health and safety and need to be appropriately resolved. The audit focuses on the continuum of inappropriate workplace behaviour which includes bullying and harassment. Key steps in effectively addressing inappropriate behaviour to reduce the risk of bullying and harassment are: - identifying the potential for workplace bullying through data and identifying organisational risk factors - implementing control measures to prevent, minimise and respond to these risks, such as through building a positive, respectful culture and having good management practices and systems including policies, procedures and training - monitoring and reviewing the effectiveness of these control measures. This audit focused on whether public health services and Ambulance Victoria (AV) are effectively managing the risk of bullying and harassment in the workplace. This audit included AV and four public health services - two tertiary metropolitan health services, one large regional health service and one small rural health service. These were selected on the basis of information contained in VPSC's People Matter survey and stakeholder consultations. The audit also included the Department of Health & Human Services (DHHS), WorkSafe Victoria and VPSC. As part of the audit, we undertook extensive interviews, conducted focus groups with managers and staff across the selected health services and AV, and analysed 82 public submissions. Details: Melbourne: Victorian Government Printer, 2016. 74p. Source: Internet Resource: Accessed April 26, 2016 at: http://www.audit.vic.gov.au/publications/20160323-Bullying/20160323-Bullying.pdf Year: 2016 Country: Australia URL: http://www.audit.vic.gov.au/publications/20160323-Bullying/20160323-Bullying.pdf Shelf Number: 138818 Keywords: HarassmentHealthcareWorkplace BullyingWorkplace Crime |
Author: Broderick, Elizabeth Title: Cultural Change: Gender Diversity and Inclusion in the Australian Federal Police Summary: On 22 August 2016, AFP Commissioner Andrew Colvin released the report Cultural Change: Gender Diversity and Inclusion in the Australian Federal Police, following an independent review of the organisation by former Sex Discrimination Commissioner, Elizabeth Broderick. The report followed extensive consultation with more than 1,000 AFP members over the past six months. A number of key themes emerged during the review process: the importance of strong leadership to cultural reform; the differential impacts of AFP culture on men's and women's experiences; high rates of sexual harassment and bullying in the AFP; barriers to and opportunities for increased women's representation in the AFP workforce; and, the challenge of combining a police career with family. The review highlights strong and courageous leadership as an essential ingredient of cultural change. While many in the AFP described the organisation as a supportive and respectful workplace, the rates of sexual harassment and bullying reported in the survey were alarming. Overall, 29% of survey respondents reported being subjected to at least one work-related incident of sexual harassment in the last five years, with 64% of survey respondents reporting being subjected to workplace bullying over the same period. Details: Canberra: Elizabeth Broderick & Co.: Australian Federal Police, 2016. 104p. Source: Internet Resource: Accessed January 30, 2017 at: https://www.afp.gov.au/sites/default/files/PDF/Reports/Broderick-Report-2016.pdf Year: 2016 Country: Australia URL: https://www.afp.gov.au/sites/default/files/PDF/Reports/Broderick-Report-2016.pdf Shelf Number: 145540 Keywords: DiversityFemale Police OfficersLaw EnforcementPolicingWorkplace BullyingWorkplace Harassment |
Author: Schindeler, Emily Title: Prosecuting workplace violence: The utility and policy implications of criminalisation Summary: Workplace violence or bullying causing psycho-social injury is an emerging and serious problem in Australia and internationally. Annual costs of such injuries have been estimated to exceed 6 billion dollars. Responses to workplace violence causing psychological harm increasingly centre on criminalisation and threats of escalated enforcement action against employers who fail to provide safe working environments. However this trend takes place amongst a complex inter-meshing of workplace health and safety regulatory systems, criminal law, and other systems such as anti-discrimination and industrial laws. It also occurs in an environment where enforcement is entrusted to regulatory agencies affected by the trend to responsive or risk-based regulation, one effect of which has been a movement in some areas away from enforcement to self-regulation or even deregulation. This project seeks to understand how regulatory agencies respond to workplace violence or bullying that causes psychological rather than physical harms. In particular it aims to establish the prevalence and outcomes of prosecutions involving workplace behaviours causing psychological injury. Where such prosecutions are not occurring, the study seeks to understand the philosophical, institutional and procedural barriers to such prosecutions. Finally the project examines policy issues including whether criminalisation is appropriate for these types of workplace harms, and whether corporate employers can be made more liable for their failures to provide safe work environments. To achieve these aims four stages of research were undertaken. First, the legislation, regulation and agencies involved in addressing workplace psychological harm were mapped, to establish their roles and responsibilities. Second, a review of all relevant Australian cases was undertaken. Third, these cases were analysed to identify themes and common issues. Fourth consultations were held with representatives from most relevant workplace health regulators to help understand practices and problems in the area. The research has shown that despite the availability of stronger legislative measures, regulatory processes continue to rely upon supportive responses to incidents of psychological injury arising in the workplace with priority placed on redressing system or management deficiencies. Financial penalties or other punitive options have rarely been pursued. The combination of the barriers to prosecution, even in cases determined on the basis of reasonable probabilities, has meant that the explicit powers for enforcement (as compared to encouraging compliance) have rarely been exercised. As a consequence, there has been little translation of regulatory action to explicit liability for harm done. Further, the separation of workplace health and safety regulatory responses to employing organisations from responses for victims has effectively left many complainants with the limited options of seeking workers' compensation or the challenge of taking individual action against the employer through various courts, commissions and tribunals. Details: Canberra : Criminology Research Advisory Council, 2016. 68p. Source: Internet Resource: Accessed May 11, 2018 at: https://www.researchgate.net/publication/300035306_Prosecuting_workplace_violence_The_utility_and_policy_implications_of_criminalisation Year: 2016 Country: Australia URL: https://www.researchgate.net/publication/300035306_Prosecuting_workplace_violence_The_utility_and_policy_implications_of_criminalisation Shelf Number: 150166 Keywords: Workplace BullyingWorkplace SafetyWorkplace Violence |
Author: Drydakis, Nick Title: School-Age Bullying, Workplace Bullying and Job Satisfaction: Experiences of LGB People in Britain Summary: Using a data set that contains information on retrospective school-age bullying, as well as on workplace bullying in the respondents' present job, the outcomes of this study suggest that bullying, when it is experienced by sexual orientation minorities tends to persist over time. According to the estimations, it seems that school-age bullying of LGB people is associated with victims' lower educational level and occupational sorting into non-white-collar jobs, especially for gay/bisexual men. In addition, the outputs suggest that for both gay/bisexual men and lesbian/bisexual women, school-age bullying is positively associated with workplace bullying and negatively associated with job satisfaction. Additional results suggest a negative association between workplace bullying and job satisfaction. However, the outcomes show a positive association between the existence of an LGBT group in the workplace and job satisfaction. Details: Bonn: Institute of Labor Economics (IZA), 2018. Source: Internet Resource: IZA Discussion Paper No. 11699: Accessed August 30, 2018 at: https://www.iza.org/publications/dp/11699/school-age-bullying-workplace-bullying-and-job-satisfaction-experiences-of-lgb-people-in-britain Year: 2018 Country: United Kingdom URL: https://www.iza.org/publications/dp/11699/school-age-bullying-workplace-bullying-and-job-satisfaction-experiences-of-lgb-people-in-britain Shelf Number: 151315 Keywords: BullyingJob SatisfactionLGBT PersonsSchool BullyingSexual OrientationWorkplace Bullying |