Preventing Injuries – Avoiding Sprains and Strains in The Workplace

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Preventing Injuries

4912144479158272Avoiding Sprains and Strains Online Training Train 100% online today and minimize risk of injury on the job site! This course is specifically designed for those whose work activities involve manual labour. You will find it covers introduction to ergonomics, musculoskeletal injury, signs, symptoms, and risk factors associated with the onset of a MSI Strategies to minimize both risk of injury and improve overall comfort.

Who is this training for?

Employees whose work activities include manual labour.

What does it cover?

  •  Introduction to ergonomics
  •  What is a musculoskeletal injury?
  • chuckie-ohs Signs, symptoms, and risk factors associated with the onset of a MSI
  •   Strategies to minimize both risk  of injury and improve overall comfort

Key Features & Benefits:

  •  Multimedia course with interactive and engaging content. Includes audio narration.
  •  Contains key components required under the Health and Safety Code Jurisdictions.
  •  Significantly reduces training costs often associated with in-person training or remote training sites.
  •  Employee can take the course at their convenience and revisit the content at any time.

Learn more about the Industrial Ergonomics online Training

An Instant Solution For Infections In Your Workplace

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Learn more about the Deb Stoko Product Range

Courtesy of Canada’s Occupational Health & Safety Magazine and The Safety Shop Magazine

related

Oil worker, 47, dies after workplace accident at Shell site

Saskatchewan changes law to help workers with psychological injuries

Ministry charges mining company over 2015 employee death

One dead after school bus collides with car in Ottawa; no students injured


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Bullying Scars

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The common mistake that bullies make is assuming that because someone is nice that he or she is weak. Those traits have nothing to do with each other. In fact, it takes considerable strength and character to be a good person. ~ Mary Elizabeth Williams

The Impact on Adult Life and Relationships

Untitled-1An explosion of research on bullying has raised our collective awareness of the serious impacts it can reading6gifhave on children. No longer do we accept it as an innocuous rite of passage, just a part of growing up that we grin and bear and grow out of later. But do we grow out of it, or are there lingering effects that last well beyond the school playgrounds and lunchrooms?

Is bullying traumatic and, if so, does it last into adult life? Are there life-long consequences or are the effects pretty much shed as people grow? Are some of us more resilient than others? Are there any positive or saltwater-woman5unexpected outcomes as a result of being bullied (or having been a bully) as a child? In an effort to answer these questions, Bullying Scars describes childhood bullying from the vantage point of those victims, bullies, and bystanders who are now adults; the book discusses how lives have been changed, and explores the range of reactions adults exhibit.

The research gathered for this book, through interviews with over 800 people, points out that even adult decision-making is often altered by the victimisation they experience as children at the hands of peers, siblings, parents, or educators.

1058572-nerdy-emoticon-reading-a-bookWritten in an engaging and accessible style that draws heavily from the rich interview data that deLara has collected, this book will be of interest to anyone struggling with the lingering effects of being bullied. Additionally, it is highly relevant to mental health professionals — counsellors, therapists, social workers, clinical psychologists — working with clients who are dealing with these issues.

Table of Contents

  • Preface
  • Introduction
  • Chapter 1 Bullying: The parameters of the problem into adulthood
  • Chapter 2 “Adult Post-Bullying Syndrome”
  • Chapter 3 Being Different: The Traces that Difference Leaves Behind
  • Chapter 4 “People-pleasing v. Revenge”: Consequences on development of being bullied
  • Chapter 5 “Angry Words Echo in My Brain”: Health and Mental Health Impacts
  • Chapter 6 Consequences in Relationships
  • Chapter 7 “I Am So Self-Conscious”: The Impact of Sexual Harassment
  • Chapter 8 Does Bullying Affect Decisions?
  • Chapter 9 It Comes Home to Roost: Bullying and the Family
  • Chapter 10 “Is There Anything Positive?”: Unexpected Outcomes of Bullying and Harassment
  • Conclusion

Author Information

Ellen Walser deLara, PhD, MSW, is Associate Professor on the faculty of the School of Social Work at Syracuse University. She is also a practicing family therapist with over 35 years’ experience working writingwith children, adolescents, and adults in both school and clinical settings. Her areas of research expertise address child maltreatment, school violence, and bullying from systemic and developmental perspectives. She has interviewed hundreds of teenagers and adults specifically about their secondary school experiences. Dr. deLara’s research has been featured on national and international media including: “The Today Show”; “Dateline”; “The Dr. Phil Show”; The Washington Post; CBC; and National Public Radio.

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Also of Interest

Housing First

Deborah Padgett, Benjamin Henwood, and Sam Tsemberis

9780199989805

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5 Tools That Helped Me Survive A Workplace Bully

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“Knowing what’s right doesn’t mean much unless you do what’s right.” ~ Theodore Roosevelt

girlWhen I watched the powerful 2012 documentary called Bullied, I cried in recognition, grief, anger and sheer sense of helplessness to stop it.

At the end, there were memorials for children who had taken their lives because of bullying. I wanted to reach through my TV and shake those school principals and parents. I understood the victims and their sense of isolation and despair.

The main difference between children’s bullying and adults’ bullying is that the more “mature” bully leaves no physical scars. After all, there are laws for that!

Having worked in mental health, I’ve seen the other kinds of scars. Unfortunately, I’ve also been victim to them myself.

Years ago, I worked at a children’s charity. The executive director (ED) verbally abused staff. The first time I heard her scream, I thought she was injured and ran into her office. I was shocked when I realized screaming was her way of asking for a file. I was expected to intuitively predict her needs 900x900px-LL-cfaf9244_2fcc5fd1_talkhand-talk-to-the-hand-talk-hand-smiley-emoticon-000673-largeor incur her wrath. Charming.

She looked like somebody’s grandma complete with stuffed toys in her office and cross-stitched frames with statements of kindness and love. Actually, if you are familiar with Harry Potter, she was like Dolores Umbridge with her kitten plates. Except her eyes bulged more.

This ED was revered in the community and at her church as a do-gooder. When people would come to the office to discuss making a donation, she would tearfully gush about how wonderful they were to support the children. After they left, she would call them the most ungodly names saying they were (bad word) cheap.

Why do they bully?

According to the Workplace Bullying Institute, bullies are more likely to intimidate and discredit the stronger, more competent people and not the ones who are weaker. Their targets also have different values from their own: including ethics, integrity, fairness and collaboration.

The payback for bullying is that, by discrediting their colleague/subordinate, the bully’s career usually thrives. This was most certainly my ED’s case.

I didn’t leave right away.  I stayed because I loved the cause, got along great with my colleagues and was fearful of being unemployed again. If you’re in that very difficult situation, here’s your toolbox:

Tool# 1: Learn how to speak up.

number1First I asked her to please tell me what she wanted or needed, “one thing at a time.”  Her response was to look at me with disgust and question my intelligence. I repeated that I needed her to be clearer and to remain respectful so that I could help her. The other thing I did was to firmly say “please, do not shout.”

She was shocked that someone would tell her “not to shout.” When she couldn’t deny what had just happened, she would dramatically grab her chest and say that she is a breast cancer survivor from 15 years ago. Then she would whimper that this was “affecting her today.”

When I spoke up, there were times that she would stop for awhile, but she had more experience and endurance at bullying than I did at stopping her. Still, my small successes gave me a temporary sense of control.

Tool #2: Find out the history of the company and who might help

number 2During my interview, I questioned the high turnover of that position. They explained that non-profits can’t pay well enough to keep people. That was a red herring.

It quickly became apparent that she had a long history of bullying. Long-time bullies ALWAYS have people protecting them and making excuses.

One of the board members, who originally interviewed me, told me that it is the fault of the employees for tolerating the behaviours and for staying. I pointed out to her that “nobody stays.”

Out of curiosity, I asked this board member what was great about this ED. It turns out that she had helped them get rid of a “bad” director who was destroying their reputation and ability to raise money. They felt “forever in her debt.”

It was clear no one was going to help the staff. Basically, the ED knew where the body was buried.

When they start blaming the victim, as this board member did with me: GET OUT! The cost of staying is too high.

Tool #3: Learn your legal rights.

number 3It’s hard to take action when you fear retaliation. Because of that same inaction, victims of bullying may have rights they are unaware of.

In my case, I believed that if I quit, I would not be eligible for employment benefits and I needed an income while looking for another job. Clearly, this woman would not give a fair work reference so I felt fearful and stuck.

When my father unexpectedly died, her abuse escalated. I quit and reported her to my provincial Labour Standards with documented events. It turned out there was already a file on her from past victims and I received benefits right away. So check out free legal clinics and get informed.

Two years later, a successor called me saying she had found the detailed letter of resignation I had written to the board. She wanted to thank me for validating her experience.

Until she read my letter to her husband, he thought she was making stuff up. I mean come on: that sweet grandma, devoting her life to a children’s charity — a bully? No way!

She quit after we spoke and, following my recommendations, she also received all her benefits. I also told her:

Tool #4: After leaving a serious bullying situation, take some time to heal!

number 4THIS IS IMPORTANT! Recovery from bullying takes time. Just switching jobs without getting emotionally grounded could be a recipe for disaster. Having worked as a crisis counsellor, I can tell you that there is nothing brave about ignoring your mental health.Don’t play with fire — put some emotional distance, catch your breath and heal. Do not wait for a diagnosis of a burnout, depression or anxiety disorder. You’ll transition better into a new job and increase your future successes.

Tool #5:  Helping others can empower you.

number 5The last time I was bullied at a job, I was very capable of protecting my well-being and helping other targets. Although I am no longer there, I know that I made a difference for my colleagues by supporting and guiding them. I was able to stay calm while properly alerting her superiors to her specific behaviours.

I eventually left for greener pastures, but even after I left she couldn’t burp without the hierarchy taking notice. Eventually she left and my old colleagues remain beyond thrilled.

Article by Monique Caissie ~ Educational Speaker, Consultant and Executive Coach ~ April 13, 2016


Check out this New B.P Extra

This Cork duo’s anti-bullying song will touch your heart

Bantry singer and special needs assistant Claire Hayden is determined to raise awareness of the effect bullying has on children. So, Claire composed a song and recorded it along with 15-year-old student Becky Phillips.

The result is an online hit with 7,000 views on Youtube and counting in just over two weeks and 20,000 on other media. The lyrics portray a young girl tormented by bullying and a mother desperate to help, with Claire and Becky’s voices intertwining beautifully. The pair hope the song will be picked up by a charity and raise some cash for good causes.

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5 Compelling Reasons To Leave Your Horrible Boss

3 Proven Practices To Counteract Second-Hand Negativity

People worldwide rock pink clothing to bring awareness to bullying and discrimination

Thinking pink to end bullying


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Workplace bullying focus of court case

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Mitchell addressed the issue of costs with criticism directed at lawyers and what he said has become a disturbing trend in the profession that leaves the courts accessible only to people who can AFFORD IT!  “This is a concern not just for the profession but for society as well,” he wrote.

(currently leads to corruption, didn’t I hear the above statement somewhere before) 

5459a4424897349b8adab05da9a1d428A family’s claim that workplace bullying led to Eric Donovan‘s fatal heart attack will proceed through the courts after a successful appeal of the case’s dismissal.

Donovan worked at Queen’s County Residential Services, which is an organization that helps people with intellectual disabilities.

In 2013 he suffered a work-related back injury and about a month later he had a heart attack, Donovan died fewer than two weeks later.

peiHis widow and two children allege workplace bullying caused Donovan stress, anxiety and fear, which led to his fatal heart attack.

Those allegations include that hostile and demeaning statements were made about his work performance, he was forced to work extra hours and he was forced to do unsafe workunif

Queens County Residential Services and Donovan’s supervisor, Nadine Hendriken, are named in the lawsuit that claims damages for losses the family suffered after Donovan‘s death.

The P.E.I. Court of Appeal heard the case after a lower court dismissed the claim saying it didn’t have jurisdiction over the matter.

In a unanimous decision, Justice John Mitchell disagreed judge-smiley-emoticonwith the lower court and overturned the dismissal along with an order for costs against the Donovan family.

Mitchell said lawyers should zero in on the issues on which a case will turn and not over prepare.

“One does not need to build a battleship to do the job of a dingy,” he wrote.

Mitchell also targeted the provincial government, saying it was making the problem worse by taxing legal services, adding fees for court services and increasing old fees.

12549judge_001The tax on legal services is not a tax on lawyers, Mitchell said, and noted $11,731 was paid in HST by one side in this case.

“Access to justice should be the right of every citizen and not turned into a profit centre by the government.”

Mitchell awarded more than $5,000 in costs. SMILEY20DELIVERY

Article by Ryan Ross ~ Published on February 02, 2016

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2016 Wake Up Profitable Boot Camp for Business Owners

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Monday-Tuesday, April 25-26,2016


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Workplace Bullying (The Living Poison)

UN UN High Commissioner for Human Rights Interviewed by DPI
Zeid RaÕad Al-Hussein, UN High Commissioner for Human Rights, is Interviewed by DPI

923004_10151331384711890_1479766938_n20f9964ea1707dee2444c26e68ec775aAs the week progresses I find that my injury is much better today and continues to heal nicely, this sort of sprain should not had happened if I were under the supervision of an ethical management team, a team with leadership abilities, unfortunately I am not. After just over one year with this company I have come to the reality that this will not ever change, a poison company does not start out as such rather the poison is spread over time throughout the company starting in the ranks of management trickling down through the ranks of employee’s creating a poison environment right across the board.


Throughout and over the course of the last 12 years, 2004 to present day how the mobbing started was through “Bribery” which I have witnessed several times from SunGard to Easyhome, whereby a manager or employee has been given money or through vehicle purchases as payment to single out and target an employee(s) which has become a growing problem in Canada and around the world, “Would you trust an employee known to take a bribe?


e0e65bf6e7b87ab2a948e59a65c9ff69If we continue to turn a blind eye and look away, future generations will find hardship and difficulty in reaching a productive and fulfilling life, so are you concerned about your future and your children’s future?, maybe you don’t care because it don’t directly affect you in the present moment but mark my words as the media show that Mental illness is becoming more and more visible in today’s society only to become a greater strain on future generations.


We are talking about a silent war lead by greed and the power to obtain it, but don’t take my word for it after all it’s your world now, I am just waiting for my number to come up. 

UN News Centre: What are the biggest challenges ahead in 2016 for human rights?

Article by Terry.K ~ posted January 20, 2016 

the-silent=killers


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Unethical public sector behaviour: there’s an app for that!

ethicos

A smartphone app designed to be used to confront bad behaviour and dodgy ethics in the workplace 5bffa15e76893ea4c1a195f63963e6fc6dcdfc193992012will be released later this year.

61e707c68ea519c6d51237b14d9cf7efGovernment News spoke to Howard Whitton from Brisbane company Ethicos, which is behind the app, about how it can be used to ensure public servants are more ethical, knowledgeable and better behaved.

One of the big selling points of the Ethicos app is an issue-specific Fairness Toolkit of short animations based on real-life scenarios and covering areas such as workplace bullying, sexual harassment, conflict of interest, fraud, identity theft, misconduct and abuse of office.

Mr Whitton and his Ethicos Group colleagues, most of whom have been specialising in ethics and integrity in Australia’s State and federal public services for over two decades, says each of the scenarios is designed to present “a short slice of life in a realistic way.”

“We aim to keep people out of trouble and institutions out of court,” Mr Whitton says. “We talk about “show and ask”. Our scenarios test whether an individual is able to identify ethical problems correctly, so that organisations and employees can assess their risks and strengths and target ethics training to individuals.”

Animations get to the heart of the issue, without employees wading through 400 pages of the Code of Conduct or conflict of interest guidelines, he says.

For example, one scenario deals with workplace bullying, gender discrimination and exclusion.

Carmel’s colleague Clinton is constantly putting down, trashing her ideas, excluding her from meetings and patronisingly calling her ‘dear old thing’.

images (2)When Carmel informs her boss about Clinton’s behaviour he brushes her aside, telling her to “settle down.”

The boss says: “It’s probably your hormones. You’re just depressed. There’s no time for this now, Carmel, ok?”

The most commonly requested videos by corporations are about workplace bullying, sexual harassment, conflict of interest and misconduct. There are also requests for information on conducting workplace investigations and whistleblowing.

Mr Whitton says local councils could also benefit from the app, particularly where council officers are being told by mayors or councillors to do something that makes them feel uncomfortable.

smiling-emoticon-giving-thumbs-up“Often the mayor or councillor doesn’t understand what they’re asking and it’s really difficult for local government officers to say “no, you can’t do that,” Mr Whitton says. “They’re increasingly concerned about being pulled up by ICAC.”

Tertiary education providers have shown a keen interest in the app too, particularly as more problems come to light around fudging research results, grant fraud, the sexual harassment of female academics, workplace bullying and plagiarism.

Universities have told us that workplace bullying is a problem. Some have also said, “we have a problem getting academics to understand conflict of interest, especially in research.”

Some videos are specially tailored to particular organisations. For example, Emergency Services want videos to depict familiar characters in specific uniforms and using realistic language and situations.

The app can also be downloaded by individuals facing difficult situations at work and can give advice on how to deal with a situation and who to talk to.

But about three-quarters of people who watched the videos failed to recognise all the ethics breaches that they are watching.

eating-popcorn-smiley-emoticonAsked why he thought the number was so high, Mr Whitton replies: “because these days they’re not trained. People only see what they have been trained to see in a relevant context.”

“In the last ten years ethics training has been pretty much non-existent.,” he says. “There was a flurry in the nineties to do Code of Conduct training which we were part of but we know that there’s a huge gap between people knowing what’s in the code of conduct training and actually recognising a problematic situation when it happens in front of them.

“If you expect people in any walk of life to play by the rules then they have to be told what the rules are, and broadly speaking, we don’t do that anymore. We talk about ‘Values’ instead.”

He said the Victorian state public service generally did a better job on ethics training than anybody else in the country.

The app costs around $10 per person per year for a medium-sized company or government agency.


Article by Marie Sansom on November 9, 2015


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Is your business being stifled by fear?

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SmileyWorkReportsASAP‘Human systems, just like all systems in the world, are energy systems. The way energy is managed throughout the body and the brain has a profound effect on behavior.

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A new book that explores the neuroscience of the workplace and the crippling effect of fear is sure to strike a particular chord with some LGBT employees


sleeping-in-classBookstores are over-stocked with tomes on leadership and success in business, but a new publication is one of the first to concentrate on the crippling effects of fear in the workplace.
The Fear-Free Organization – Vital Insights from Neuroscience to Transform Your Business Culture is by Dr Paul Brown, Joan Kingsley and Dr Sue Patterson. It offers a convincing argument as to why provoking fear in employees is likely to stifle productivity and lead to a depressed and demoralized workforce.

The book draws upon real-life business stories and the latest research into neuroscience.

If ‘neuroscience’ sounds dry and academic, the The Fear-Free Organization is anything but. It’s a readable, accessible work that compares organizations to the human mind.

In the same way that fear will trigger a ‘fight or flight’ response in humans, fear at work will provoke similar survival tactics among employees; Instead of working on creative solutions to problems, staff will instead concentrate on coming up with excuses for missed deadlines and covering their own backs.

office-desk-emoticonWhat sort of fear is common at work? The fear of not hitting targets; the fear of not knowing what management are doing; the fear of being thought a slacker; the fear of losing your job or status, or treated unfairly; the fear of the business going bust; the list goes on and on.

Fear in the workplace can lead to bullying, gossip, undermining behavior, hijacking tactics, behind-doors jockeying for status and favoritism. Such behaviors will inevitably have an effect on the health and emotional well-being of staff.

If that sound familiar then you could be working in work environment where fear is running rampant.

As the book explains: ‘Fear-based cultures foster short-term thinking: you become defensive, seek to avoid confrontation or reprisal and focus on eliminating any threats instead of working together to deliver shared targets and outcomes.’

So what’s the antidote?

businessman-smileyNeuroscience informs us that feelings can be broken down into eight basic categories: fear, anger, disgust, shame, sadness and surprise prepare us to deal with danger, while on the flipside of the coin, excitement/joy and trust/love provoke attachment and growth.

Eliminating fear in the workplace requires companies generating excitement, joy, trust and love in staff. Chief among these is trust.

Although The Fear-Free Organization briefly touches upon the value of encouraging diversity at work and the business advantage of having a diverse workforce, it doesn’t, unfortunately, specifically address the fear that many LGBT people may feel at work around revealing their sexuality.

According to research by Human Rights Campaign, just over half (53%) of LGBT people in the US continue to hide who they are at work. They instead use precious energy avoiding questions about their personal life and making sure that their ‘secret’ is not revealed.

Not surprisingly, the cost to individuals in terms of happiness, security and productivity can be immense.

Approached by Gay Star Business, one of the Fear-Free Organization’s authors agrees.

work-school‘Fear is likely to be pervading your internal world if you are working in an environment where you can’t be yourself,’ says Joan Kingsley, a Consultant Clinical and Organizational Psychotherapist.

‘It is difficult to be productive and creative at work if you have to play a role and pretend to be someone you’re not. That takes a fair amount of energy that could be put to better use.

Or, as LGBT advocacy groups, Stonewall, sums it up; People perform between then they can be themselves.


Want to create a fear-free environment at work? The Fear-Free Organization offers several recommendations. Some of the chief ones are as follows:

  • Leaders are responsible for creating the climate, culture and mood within which others will either flourish or fail. They provide a sense of excitement and purpose to the organization.
  • The most important emotion to motivate people in organizations is trust; trust that they are being kept aware of what’s going on and trust in the belief that they will be treated fairly. Fear-free organizations are underpinned by honesty, openness and trust.
  • Individuals should feel welcomed and respected at work; respected as individuals who can make honest mistakes and can expect support for recovering from those mistakes. Growth, after all, comes about through trial and error.
  • People respond to certainty; when there are clear expectations, clarity and commitment to what is expected. Leaders set an organization’s direction and goals – which need to be clearly conveyed throughout the organization.

smileyfacewithcomputer_000But won’t people always feel some degree of fear at work – particulary during tough economic times?

Kingsley says that although fear is ‘hard-wired’ into our brains, and serves a vital purpose when it comes to helping us avoid danger, creating a fear-free organization remains a realistic goal.

‘The fear-free organization is built on relationships of trust. It has zero tolerance for using fear to manage and motivate.

No organization can predict the dangers and disasters that inevitably happen in the external world. However, the fear-free organization creates an environment that fosters trust amongst colleagues.

‘It creates an environment where people are working together to effectively respond to challenges presented by external competition.’

smiley-face-thumbs-up-thank-you-nice-day-thumbs-up-smiley-emoticonThe Fear-Free OrganizationVital Insights from Neuroscience to Transform Your Business Culture, by Paul Brown, Joan Kingsley and Sue Patterson, is out now via KoganPage.


Article by David Hudson – 13 August 2015


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Love My Haters Prayer

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I love my haters, I send kisses of mercy to all my haters. I bless those who’ve have to curse meI forgive those who’ve wronged me. I ask for forgiveness to those whom I may have wrongedTo those who’ve rejected my gifts I declare the abundance of gifts to you.


To My Enemies who are really My Friends but don’t know it Yet.

I am going to be so outrageously and contagiously blessed that we are going to be blessed as well! Thank you!
I release the revelation of God’s securing love upon those who are jealous of or intimidated by me. I speak long life to my enemies that they live long enough to see me fulfill my God-ordained destiny.
To all those who’ve put time in to destructively criticize me and ruin my reputation, I say thank you thank you and thank you again for the free advertisement.
To those who thought I was perfect, well, sorry to disappoint you, but you’re not either. I pledge to not hold you to a standard that I can’t live myself.
For all the hard labor, covert press releases, and tireless hours of deformation of character; I say God’s blessings of purity, prosperity, and longevity be yours.
To those who are loquacious and pretentious towards me, you get the credit for driving me to the Lord.
I will exceed the opinions and expectations of others including my own, because my expectations now, are of Him, not them. I choose to walk in love with the unloving. I choose to surpass the past. I am determined to not allow the devil, myself, or anyone else, to hold me hostage to my past.

For all those who’ve prophe-lied concerning me. May God bless you to get it right the next time; because what you meant for my evil, God designed for my good! I release this with the love God gave to me in Yeshua’s name and Yeshua’s authority! Amen….and the winner is LOVE! Apostle Love My Haters

Courtesy of Pure Glory originally posted Oct 06, 2013

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Human rights and workplace bullying: in a word: “unacceptable”

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Stewart McKelvey

Canada May 26 2015

6i3zxbkmA May 2015 British Columbia Human Rights Tribunal awarded $15,000 in damages for injury to dignity, feelings and self-respect to a former employee who alleged hurtful, frequent and unprovoked comments by his employer, in front of customers and co-workers, that left him feeling “very depressed and suicidal”. The full decision can be accessed by clicking on the following link, Garneau v. Buy-Rite Foods, Shingara Sumal, Sutej Sumal and Inder Sumal (2015 BCHRT 77 (CanLII)).

What happened?

doctor-with-stethoscope-smiley-emoticonMr. Garneau suffered from a birth defect that affected him both mentally and physically and also manifested in his physical appearance and weight. He disclosed this disability to the employer when it assumed ownership of the store in 2008. Mr. Garneau had worked at the store since 2001. Mr. Garneau was also gay, but was not public about his sexuality. He testified that the new owners called him “faggot”, “idiot”, “retard”, “fucking stupid”, “fatty” and that he was harassed and constantly asked “are you gay, are you gay, are you gay”? In addition, Mr. Garneau testified that he was physically assaulted by another employee, and had personal property damaged and stolen.

What did the Tribunal say?

reading6gifThe Tribunal found that Mr. Garneau established that he has both a mental and physical disability and that the employer as aware of this. Mr. Garneau also established that the employer perceived him to be gay. The Tribunal said:

I accept Mr. Garneau’s testimony that he was bullied, harassed, assaulted, and discriminated against by the Sumals and find that such treatment had significant deleterious effects. His self-esteem was affected; he testified to feeling depressed and suicidal; he found the constant name-calling, in front of customers and co-workers, hurtful and offensive. These slurs, exacerbated by the physical assaults and threats, had a profound impact; it made him powerless and, as he testified, to feel less than human. His repeated requests to the Sumals to desist was mocked and ignored; they were apparently oblivious, willfully ignorant, and/or indifferent to the impact of their behaviour upon Mr. Garneau.

In all instances – mental disability, physical disability, and sexual orientation – I find Mr. Garneau’s characteristics are protected from discrimination. It is apparent that the Sumals had little regard for Mr. Garneau and undoubtedly saw him as someone who could be mistreated with impunity. I find this treatment to have affected him profoundly and adversely.

What does this mean for employers?

16515888-emoticon-smiley-thinking-smiley-face-cartoonThe nature of the harassment in this case went “beyond the pale” and was “egregious”. The decision is a serious reminder to all employers that workplace harassment based on human rights protected characteristics is not acceptable. Employers must have policies and training in place to ensure that all parties in the workplace understand human rights and what types of behaviour is unacceptable at the workplace.


Article By Lexology & Stewart McKelvey – Lisa Gallivan and Alison Strachan


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Workplace bullying can be defeated by bold and decisive leaders

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If you have experienced or witnessed bullying in the workplace you are probably aware of the devastating impact that verbal and psy­chological abuse can have

All too often I meet people whose health, wellbeing, engagement or job performance have been affected by the behaviour of bullies. It is equally common to encounter people who are able to share stories of family or friends being subjected to extraordinarily unfair and inappropriate treatment at work. Driving bullying from our workplaces will happen when we all make it a priority. Employers have a legal obligation to provide a healthy and safe work environment, but creating a bullying-free workplace involves everyone doing their part. Leaders play an especially important role, however, in setting the standard and holding people accountable.

Here are six things every manager needs to know about dealing with bullying:

  • 10854667-3d-man-holding-two-smileys-Stock-Photo-man-sad-emotionsA respectful culture is the key to prevention. Demonstrate and inspire respect, kindness and sensitivity. Expect every member of your team to act with compassion and give reasonable consideration to how others feel. Reward and recognise people who demonstrate sincere regard for their colleagues and the desire to support everyone to succeed.
  • Culture starts from the top. A leader’s behaviour sets the tone for the conduct of others. Lead by example: behave respectfully and demonstrate that bullying is never tolerated. Set a high standard to hold yourself and others accountable. Exhibit the behaviours you want from others through your decisions and actions.
  • Action is necessary. Meeting your obligation to provide a healthy and safe work environment requires that you take proactive steps to protect not only your team’s physical safety but also its psychological wellbeing. Complaints of bullying must be investigated thoroughly and impartially. Appropriate outcomes need to be applied.
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  • Consequences are essential. Regardless of the position anyone holds in terms of power or influence, no one should be allowed to bully anyone else. It takes ­discipline and a consistent approach to applying a zero-tolerance policy to drive bullying from an organisation’s culture. If an ­investigation concludes that a member of your team is guilty of bullying, appropriate con­sequences must follow through disciplinary action.
  • Acting early matters. It can be tempting to sit back and hope the issue will take care of itself. However, unless the bully leaves your business, that is unlikely. Take steps to address the issue as soon as you become aware of it; at times you’ll be able to nip brewing issues in the bud. Be responsive and quick to investigate complaints. Avoid the tendency some man­agers have to dismiss those perceived as coming from overly sensitive people.

smiliebunchTough love can work. Honesty delivered with respect is critical to building awareness and influencing the behaviour of a bully. Expect bullies to demonstrate greater regard for others and the ability to regulate their conduct to stay with your business. Ensure they clearly understand what behaviours are required of them and the consequences of inappropriate conduct. Balance this firm approach with compassion and sensitivity. Express confidence in their ability to change and ensure the support will be provided to them.


ARTICLE BY KAREN GATELY THE AUSTRALIAN MAY 16, 2015 Karen Gately is a leadership and people-management specialist and a founder of Ryan Gately; http://www.karengately.com.au.


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10 signs that you’re being bullied at work

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Signs you are being bullied at your workplace and what you could do about it

tesignsWhile bullying is usually perpetrated by someone in a position of power and authority, peers and even subordinates are also known to engage in bullying. A bully (read: weak soul) is actually an insecure, paranoid, control freak. Their aim is to belittle and ultimately diminish their prey through persistent hostile and unnecessarily rude behaviour. Can you spot such a type at work?

Here are 10 signs that you’re being bullied at the office:

  1. See obvious biasness
  2. smileyOthers in your work group are receiving preferential treatment top projects, travel perks and free time. Meanwhile, you find that most of your requests along the same lines are denied without reasonable explanation.


  3. Your progress goes unseen
  4. Volunteer Smiley ABCSay you’ve been given a directive with certain objectives, an ultimate goal and a deadline. You work hard and with focus only to find out, that suddenly there’s a change in direction on the project. Your progress is not celebrated or applied to the new project, but not even taken into account.


  5. All your decisions are questioned
  6. 70af5fd5816fbcf51c46f860a5bed205So you are constantly bombarded by excessive micro-managing? You don’t feel like your intuition or decisions are being trusted, and you can’t explain why.Your boss and others hover over you much more than telling you what to do (and what not to do). You get the sense that you are wrongly perceived as incompetent and your decision-making capability is greatly reduced as a result.


  7. You are socially alienated
  8. smileyface8201All of a sudden, you’re excluded from meetings you once attended. Your colleagues tend to discuss work prior to your arrival and you are left with absolutely no clue what to do. Besides, you are not marked on important mails. Co-workers tend to avoid you and keep interaction to a minimum. You may also find that you’re no longer invited to post work drinks with your teammates.


  9. You often feel targeted
  10. winking-smiley-carried-sad-angry-ones-3871588Often, when you make a comment, suggestion or disagree with someone’s opinion, you’re responded to with a plethora of responses by others. It doesn’t matter whether you’re right -the gang mentality is determined to prove you wrong.


  11. Your health is failing
  12. doctor-anti-virus-21084059Mentally, you’re drained and your energy is zapped. You’re sleeping more and getting out of bed is a real task for you. Exercising and socialising with your folks is a chore. Bullying can lead to depression, anxiety, panic attacks and mood swings. There are physical symptoms such as increased blood pressure, rapid heart beat, and loss of appetite (or excessive eating).


  13. Have experienced verbal spat
  14. images (12)You’re subjected to negative, abusive language -reprimanded often in front of the entire office. Verbal abuse can also be more subtle than loud insults.You may find that you are being joked around with in a way that makes you feel uncomfortable and small, and that too can be verbal bullying.


  15. Your work is publicly diminished
  16. images (6)Your dedication to your job is not acknowledged by your boss or they give credit to others (for your hard work) in a public setting such as a meeting.


  17. Face unnecessary criticism
  18. 78It seems that in the eyes of your boss, you are ineffective and unprofessional. Feedback is always provided in the form of criticism and delivered in a way to make you feel awful about yourself. There’s no effort to provide guidance.


  19. Presented unreasonable obstacles
  20. smilieatworkSo does the boss man purposely throw roadblocks in front of you to prevent you from successfully completing a project? Now, this is a major act of bullying.


How to deal?

Once you’ve come to the realisation that you’re a victim of bullying -at work, or life -it’s important to know what kind of re course you have. Here are possible actions that you could take.

  1. Speak to a trusted authority in the organisation: A good start may be human resources. They should be able to help you under stand, if you’re actually being bullied. If it’s determined that a bullying situation exists, they can also provide guidance on how to deal with it. Alternatively, you may feel more comfortable speaking with a higher authority senior colleague.
  2. Know your rights: If you feel that you’re not being heard within your company, you might seek external counsel.
  3. Find another job: This should be a last resort. But sometimes it’s not worth the fight -emotion ally and financially. Respect your self. Look for new employment with a company possessing a strong culture of integrity. Such companies have zero tolerance policies
  4. .


Article published by Mumbai Mirror | May 12, 2015, Stay updated on the go with Times of India News App. Click here to download it for your device.


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CCOHS Launches e-course on Bullying, Domestic Violence

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Domestic violence and bullying in the workplace cost businesses money every year in lost productivity (through absenteeism, tardiness and inability to perform duties) and compromises the safety of the organization and its workers.

1954246244_1386598483The Canadian Centre for Occupational Health and Safety (CCOHS) has released two e-courses that focus on violence related topics, domestic violence and bullying, to help people understand the impact these forms of violence can have on the workplace and how risks can be mitigated.

Domestic Violence in the Workplace:

Although domestic violence may not be recognized by some as a workplace hazard, it can interfere with the victim at work and impact a workplace. This e-course will help participants understand the effects of domestic violence on the organization and its workers, and how to recognize the signs and symptoms of domestic violence. The course will also identify the roles of the employer, supervisors and employees in supporting victims, and preventing related workplace violence.

Bullying in the Workplace:

Bullying is becoming increasingly recognized as a serious workplace problem that can cause undue stress, anxiety, and low morale among workers. This e-course will help participants recognize the signs of bullying, understand the effects of bullying on the organization and its workers, and mitigate the risks.

The e-courses were developed in collaboration with the Public Services Health and Safety Association and are available in English and French.


Published 30 April 2015 in Training Stories Exclusive


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Time to Put Bullies in Their Place

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doctor-smiley-emoticonThe American Nurses Association is developing a position statement aimed at eliminating bullying in the workplace, and would like your thoughts on the proposed recommendations.

20150414_bullyAbout half of all nurses have been subjected to aggressive, disruptive behaviors from peers, authority figures and patients or their families, according to the ANA, which says healthcare professionals are among the leaders in missing days from work because of violence-related injuries.

The ANA says workplace violence can cause fear among staff members, resulting in poor performance and career dissatisfaction that increases turnover. Additionally, notes the ANA, nurses have the right to work in bully-free facilities, where they feel free to speak up about verbal or non-verbal attacks without fear of retaliation.

???????????????????????????????????????????????????????????????????????????????????ANA President Pamela F. Cipriano, PhD, RN, NEA-BC, FAAN, says proactive efforts are needed to protect patients and nurses from workplace violence, and that healthcare organizations need to dispel the notion that verbal or physical attacks are unfortunate realities of a career in nursing.

Share your thoughts on the ANA’s proposed position statement Incivility, Bullying, and Workplace Violence during a public comment period that runs until the end of this month.


Article published: April 13, 2015 by Daniel Cook


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Freedom from Workplace Bullies Week

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smilieatworkEveryone Deserves a Safe, Healthy Workplace


Dr. Gary Namie of the Workplace Bullying Institute shares thoughts on Freedom From Workplace Bullies Week.


wpbullyweekBullying is a systematic campaign of interpersonal destruction that jeopardizes your health, your career, the job you once loved. Bullying is a non-physical, non-homicidal form of violence. Because it is abusive it causes both emotional and stress-related physical harm.
Freedom from Bullies Week is a chance to break through the shame and silence surrounding bullying. It is a week to be daring and bold.
The power of workplace bullying is its ability to stay hidden in plain view. Make every workplace safe and take a stand against workplace bullying!
No matter the role, anyone can help stop workplace bullying. See what you can do.


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Why workplace bullying goes underreported

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Bullying at work grinds victims down and make them an ‘easy target’ for further abuse, the findings showed.


Bullying at work deteriorates mental health of victims so much that they become anxious, leaving them less able to stand up for themselves and more vulnerable to further harassment, warns a study.

The research suggests that as workplace bullying is a vicious cycle, employers should not only crack down on workplace bullies, but also help victims gain the skills to cope with difficult situations.

india2“Examples of bullying at work include harassing, offending, or socially excluding someone repeatedly over a period of around six months,” pointed out Ana Sanz Vergel from the University of East Anglia in Britain.

“We found that being exposed to workplace bullying leads to deteriorated mental health and decreased well-being. But at the same time, showing anxious behaviour puts the victim in a weak position and makes them an easy target – leading to a spiral of abuse,” Sanz Vergel added.

The research team tested their theory on 348 Spanish employees. Participants were interviewed about their experiences of bullying and assessed for anxiety and vigour.

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“We are by no means victim-blaming here

Clearly employers need to have strong policies against workplace bullying. But training programmes to help victims learn coping mechanisms could help to break the vicious cycle,” Sanz Vergel said.

The study appeared in Anxiety, Stress & Coping: An International Journal.
Stay updated on the go with Times of India News App. Click here to download it for your device. IANS | Feb 18, 2015, 01.29 PM IST
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Combating Workplace Bullying

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Bullying hurts everyone. As union members, we have a role to play in combating workplace bullying.


WORKSHOP DATE

Mar 26, 2015 to Mar 27, 2015

WORKSHOP LOCATION

canstock10941914Niagara Area Office, 110-A Hannover Drive, St. Catharines

WORKSHOP TIME

Thursday 9 am – 4 pm & Friday 9 am – 12 pm

WORKSHOP DESCRIPTION

Combating Workplace Bullying

Come and talk about:

  • what bullying is and isn’t
  • how bullying hurts the target, the witnesses, the employer, the union and even the bully
  • how not to be a bystander
  • how the union can make a difference

REGISTRATION DEADLINE

Friday, March 13, 2015 – 04:00

CANCELLATION POLICY:
Please provide in writing to ccalvelli@cupe.ca by Friday, March 13, 2015 your cancellation request. Please ensure you provide your local number, address and contact numbers. Please note that this workshop is subject to cancellation due to low registration or other reasons.

regis


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The WorkPlace and Mobbing

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923004_10151331384711890_1479766938_nwork-schoolEmployed under contract from April 3, 2003 to Sept 9, 2009, we were a team of thirty (30) the staff were like family but one day that all changed, for reasons unknown as I can only speculate, they all turned on me and with extreme hate better known as Mobbing. Try to imagine going to work everyday knowing you were going to be harassed by twenty (20) or more people, I did for three (3) years, tried to do my job and no matter how much hatred they showed I always retaliated with “LOVE” until they finally broke the contract.

06b0d8e9b941e43e1dd480db2d16e45dMobbing can be understood as the stressor to beat all stressors. It is an impassioned, collective campaign by co-workers to exclude, punish, and humiliate a targeted worker. Initiated most often by a person in a position of power or influence, mobbing is a desperate urge to crush and eliminate the target. The urge travels through the workplace like a virus, infecting 1912531_10152067186641890_3897369818398031821_none person after another.The target comes to be viewed as absolutely abhorrent, with no redeeming qualities, outside the circle of acceptance and respectability, deserving only of contempt. As the campaign proceeds, a steadily larger range of hostile ploys and communications comes to be seen as legitimate. Mobbing is hardly the only source of debilitating stress at work, and it was not the only one on which Leymann did research.

miorrrbinHe interviewed bank employees who had undergone the terror of armed robbery, and subway drivers who had watched helplessly as their trains ran over persons who fell or jumped onto the tracks. Leymann documented the depression, absenteeism, sleeplessness, and other symptoms of trauma resulting from such stressful experiences.

supermanBank robberies and subway suicides were no match, however, for being mobbed by co-workers in the personal devastation that ensued. Not doctor-smiley-emoticoninfrequently, mobbing spelled the end of the target’s career, marriage, health, and livelihood. From a study of circumstances surrounding suicides in Sweden, Leymann estimated that about twelve percent of people who take their own lives have recently been mobbed at work.the-silent=killers

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New workplace anti-bully law (AB2053) is instructive for parents

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AB2053 requires employers to provide workplace training that will give “practical examples aimed at instructing supervisors in the prevention of harassment, discrimination, and retaliation…”

ladyThis year a new anti-bullying law (AB2053) takes effect for the workplace, and it raises good questions for the home and school as well. Lisa Ford-Berry, founder of BRAVE Society, a Carmichael non-profit dedicated to bullying prevention and intervention strategies for the education culture children navigate with hostility hyped by cyber communications. AB2053 requires employers to provide workplace training that will give “practical examples aimed at instructing supervisors in the prevention of harassment, discrimination, and retaliation…”, and in this regard it stands to reason that that bullying at the workplace is ultimately the result of learned behavior at home and in our community.

Ford -Berry lost her teenage son Michael to suicide in 2008 which was his response to a bully culture at school; an all consuming hate-biased harassment experience over a rumor that he was gay convinced him there was no hope for his future. She learned after his death that the social environment our children navigate on campus is incredibly hostile and uncivil because relentless cyber-powered harassment, discrimination and retaliation are ignored and/or tolerated by the adults at school and at home. “This [AB2053] is standard, and the bottom line is if you work you are afforded this protection – meaning our educators are as well,” she said. “So when [educators] claim they don’t know what to do or how to do it; they should simply do for our children what they would do for themselves.”

Family culture and the bully mentality

A recent workplace webinar sponsored by HR Options in Walnut Creek featured Adam Fiss a representative of Littler Mendelson law firm, who addressed the implications for AB2053 from the standpoint of employers. His guidance is to “foster a culture of civility, communication and compliance” at the workplace. This is advice that would also make sense if your desire is to create a peaceful home and a harassment-free learning environment at school.

???????????????????????????????????????????????????????????????????????The idea of creating a culture that is civil at home and school requires thought leadership today, because the norms for civil society that were held up in the community at large are much less so in modern, hyper-connected world. “I think we give too many passes to our children [for uncivil conduct],” Ford-Berry said. “I think poor parenting has created more broken hearts; mine included.”

Signs that your home may not be a ‘bully-free’ zone

  • Your child’s mobile phone is considered private; the parent does not check texting and social media posts to ensure there is a standard of civility
  • Raised voices and foul language are becoming the norm
  • Your children are allowed to make disparaging, hateful remarks about one another and others without correction
    Negative talk and gossip are tolerated as acceptable conversation, and/ or are considered a “phase” when the kids are cruel
  • Your children are spending a lot of time isolated from the family with their mobile devices.

Continue reading this article or for more about strategies for bully intervention at school, go to BRAVE Society.


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Let’s protect adults from bullying, too

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We do everything we can to protect our children from being bullied. We as adults have to set a better example for them of respect and civility toward each other in all settings, despite our differences.

10678851_10152259898276890_2465289428681783057_nWhat constitutes a violation of the city’s respectful workplace policy? Does it have to do with a lack of respect for employees based on age or gender?

Does it have to do with a hostile work environment where employees are bullied, threatened and intimidated, and they fear loss of employment and their emotional and physical well-being is affected by the actions and statements of a superior?

The work environment under a previous city finance director was so bad four women employees chose to leave employment because they could no longer endure. They exhausted all efforts to have it remedied by upper management. The end result was these four women’s lives were inexcusably affected by the lack of management skills at many levels. Things finally got even worse to the point that this finance director had to be escorted out of City Hall by the police.

wave5Now who was responsible for this mess? Was it her superiors, who knew about her bad behavior and allowed it to continue, or was it just a glimpse of the atmosphere and attitude at City Hall?

In most cases, people who exhibit this kind of bad behavior have done it before and in almost all cases will do it again if their employers do not act accordingly based on the seriousness of the issue. (This statement is an opinion and based on Internet research on this subject). Does that also mean these employers, who are willing to tolerate this bad behavior, condone it? If that is the case, how effective are they as leaders and is that really who we want leading our city?

The law asks whether a reasonable person in the same or similar circumstance would find the hostile conduct offensive, and if that conduct is coming from a supervisor or manager in a position of authority, it is viewed as more serious by the law.

Go to the Internet and enter “Hostile Work Environment,” “Workplace Bullying” or “Employment Retaliation.” You will be amazed at how prevalent these situations are. This bad behavior happens at every level of government, educational institutions from school districts, to colleges and universities, to private industry.

sweet-kissThere are numerous federal and state agencies and laws to protect employees from illegal discrimination and retaliation from their employers. After an employee has provided notice to their employer of a hostile work environment, employers have an obligation to take action to make that conduct stop.


Gary Hagen & Albert Lea – Article Published 9:56am Monday, January 19, 2015


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Rebecca Gray on How to Stop a Bullying Boss

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Rebecca Gray is a freelance blogger and an information security specialist for Backgroundchecks.org, a website that helps employers learn about the ins and outs of a thorough background check. Rebecca specializes in various types of information screenings, such as pre-employment background checks, criminal records, security etc. She writes for NoBullying about how to stop a bullying boss.


Bullying-Boss

Bullying… it’s not just for school kids any more. Actually, it never was just for school kids. The sad truth is that some people never outgrow the need to bully, and bullying happens in the adult world all the time – including the workplace. It’s bad enough when coworkers bully each other, but when the boss is a bully, the problem is even worse.

Bullying Boss: A long-neglected problem

Most of us are pretty well educated about school bullying, particularly since tragic stories about its most devastating effects have been in the news so frequently in recent years. Fortunately there are many resources these days to help combat the problem: advocacy groups, forums, and web sites, not to mention celebrity spokespeople. All serve to make the public aware of the problem and motivate people to take action to prevent bullying and help those who are being bullied.

What is not being discussed nearly enough is that the adult versions of bullying can be every bit as devastating as the junior versions – particularly workplace bullying, as the victim’s livelihood can be at stake, as well as his or her physical and emotional health. In addition, the bullied adult usually doesn’t attract the sympathy given to a bullied child, the reasoning being that an adult should just be able to handle things without making a big deal of it.

If you’ve ever been a victim of workplace bullying, however, you know it’s rarely that easy. A civil response often doesn’t work with bullies, and you may not be able to escape the situation by finding another job or getting a transfer. The problem is compounded if it’s the boss who’s the one doing the bullying – a phenomenon that is more common than many people know (or are willing to acknowledge).

Yes, despite a whole generation’s worth of best-selling business books and seminars that teach enlightened management techniques, the bullying boss is far from an extinct species. To the contrary, a 2010 survey conducted by the Workplace Bullying Institute revealed that 35% of American workers – about 53.5 million people – had directly experienced workplace bullying. Another 15% said they had witnessed bullying in the workplace. Bullying was defined as repeated mistreatment by one or more employees that took the form of intimidation, threats, verbal abuse, humiliation or sabotage.

And according to the survey, about 72% of those were a bullying boss.

Unlike the blatant, sometimes clumsy bullying that kids commit against their peers, bullying by a boss can often take subtle forms that make it difficult to even define as bullying. Certainly there are the loud, obvious bully bosses who throw tantrums, go on tirades, or commit flagrant acts of discrimination or sexual harassment. These are the ones whose misdeeds are clearly worthy of legal action or termination. But many bosses commit more nebulous, insidious acts of bullying. They know how to stay under the radar and get around the laws that exist to protect workers. Some even make a point of seeking out meek victims who are less likely to speak up about the bullying.

But the problem isn’t hopeless. You can fight back a bullying boss – and win. Here are a few tips on how to deal with a bullying boss.

  1. Determine if the situation is fixable or worthy of a formal complaint or lawsuit. If your boss repeatedly makes sexual advances, shouts racial epithets at you, physically assaults you, or otherwise creates what is clearly a hostile workplace, you’re probably looking at grounds for a formal complaint with Human Resources, or perhaps even a lawsuit. Of course you need to document the incidents, and it helps to have witnesses – though many bosses are careful only to commit some of their more blatant acts when there aren’t any other witnesses. A large percentage of bullying bosses, however, may fall into the “manageable” category, meaning that you should try to deal with the problem in a more moderate fashion. In a best-case scenario you’ll be able to solve the problem and keep your job.
  2. Be compassionate and understanding. Don’t get us wrong. Bullying is never acceptable. But as is the case with abuse in general, most people who are bullies were bullied or abused themselves when they were growing up, and some may still be experiencing abuse or bullying from some source. A little compassion and understanding – and a willingness to look at things from your boss’s point of view – might just help you to be calmer and less reactive, so you can deal with the situation from a position of strength. And don’t forget the magic of positive reinforcement; you don’t want to be a sycophant or insincere, but when your boss does something nice or truly praiseworthy, don’t be stingy with the praise.
  3. Learn to be assertive and set boundaries. Back in the 1970s when the “assertiveness” movement first took hold, there were several best-selling pop-psychology books and numerous workshops that taught people how to say “no” and stand up for themselves. A couple of generations later, many people still have problems being assertive (or finding a balance between being assertive and aggressive or non-cooperative). The trick is to make it clear that while you are more than willing to go the extra mile at work, you are nobody’s doormat. Learning to say “no” when your boss makes unreasonable demands can actually earn you that boss’s respect and possibly defuse the bullying impulse.
  4. Become an expert at deflecting bullying episodes. Many bosses are episodic bullies who may be Mr. or Ms. Nice Guy/Gal much of the time, but turn into monsters when under stress. If you know your boss’s patterns well enough, perhaps you can act to deflect the episodes, such as doing something to lessen his or her stress – taking on a little extra work, canceling a non-essential meeting. Or at the very least, perhaps you can get out of the way. That doesn’t really solve the problem, but makes it more manageable.>/li>
  5. Get support– and outside help if necessary. Talk to your co-workers and other managers; chances are that some or most of these people are aware of the problem and may provide guidance or at least moral support. You may need to contact Human Resources or even outside counsel if all else fails. But if you truly need the job and the market doesn’t look so good, perhaps you can simply request a transfer. Just don’t think that you have to suffer in silence, because if you do, the problem will almost certainly just get worse. Don’t ever be afraid to seek help and support.

logo_phpBBFor more information and links to resources on fighting a bullying boss, visit the web site of the Workplace Bullying Institute, http://www.workplacebullying.org/

If you need more help from Rebecca or if you are facing a bullying boss you can always reach her at GrayRebecca14@gmail.com


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Accidents at Work

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Construction Smiley Face with Hard HatUnfortunately, accidents at work do happen. Your employer has a responsibility for your health and safety at work.


Their duties include:

  • providing appropriate training to all staff
  • warning of tripping or slipping hazard
  • providing adequate lighting
  • providing suitable equipment that is well maintained

Your employer is responsible for the actions of all of their staff.

man_with_bad_neck_photos.com_8If you have been injured at work, you may be able to claim compensation for your injuries. Kent Compensation’s personal injury lawyers will guide you through the claims process and answer any questions you may have regarding your claim. Please do not hesitate to contact us.

Examples: slip on a wet floor; trip on uncovered cables; injured by machinery; inadequate training resulting in injury


4545258048192512A special Thank you to Paul Simmns at ReflectDigital for this inforgraphic and also for the inforgraphic at a post I did April 25, 2014 “Accident at Work Claims” follow Paul on Twitter.


Accidents at Work

Infographic created by Kent Compensation personal injury lawyers based in Maidstone, Kent who offer expert advice on compensation claims for accident and injuries at work, click here for more information.


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New bullying website launched

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6328791100030976A NEW website designed to support and offer assistance to people who suffer bullying in employment has been established.

The site has been set up by Highlands and Islands Labour MSP Rhoda Grant, and has been named Tobie (Tackling Oppressive Behaviour in Employment). It can be found at www.tobie.org.uk

Ms Grant said: “It is a sad reflection on society in the 21st century when bullying is rife within the work place as well as at schools, colleges and in other forms of life.


The individual who suffers at the hands of bullies is scarred for a very long time if not for life.


NV1053” Such behaviour causes mental health issues to the innocent sufferer who is subject to bouts of anxiety, depression, stress, associated illnesses and ultimately absence from work.”

Alisa McDowell, a spokeswoman for the Moray branch of the Unison union, added: “Employees have a right to expect to be treated with dignity and respect in the workplace.

“For those who suffer it, bullying is a humiliating and distressing experience. It is the role of a trade union to ensure that the risks of bullying at work are minimised and, where it does occur, it is dealt with promptly and appropriately.”


Published: 16/12/2014 10:27


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CEOs: Can We Talk?

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Dear CEO,

There’s good news and bad news. First the bad news. The problem of workplace bullying in the world is epidemic and possibly costing your company a lot of money. The good news is that a conversation has begun and the silence is breaking ever so slowly. The trauma from bullying is lasting for years and taking a big human toll. The time is now to break the cycle.

In my training with groups of Executive and Personal Assistants, I ask two questions;
clipart-angry-smiley-emoticon-512x512-d1ea1. How many of you feel managed? (Result: Very few hands raise.)

2. How many of you have experienced or witnessed workplace bullying? (Result: Typically 75-90% raise their hands.)

These two questions and their answers are connected.

Assistants report that CEO’s, leaders and managers are “clueless” and “oblivious” to what is happening in the company, specifically about workplace bullying. Many are actively looking for their next job because they are feeling disrespected, unappreciated, and in the most extreme cases (but very common) bullied by their manager or co-worker(s).

Here are some of the main ideas that staffers are thinking, saying, and acting upon.

Human Resources departments are not for them. They feel that HR is not in support of the employee neither in the form of professional development training nor advocacy. Frankly, staffers report avoiding HR and taking their problems elsewhere or worse, suffer in silence and solitude while they work to just get through the day. Further, staffers say that leaders look the other way to problems, offer lip service and offer no solutions. And the managers themselves may be the bullies. The most surprising thing to me is that it is possible that you as CEO don’t know the full breadth and scope of the issues in your own company. Of course, that would explain the popularity of the CBS Show “Undercover Boss.” The thing that staffers want is for the boss to know what’s really going on and when he/she does, that there will be increased respect and acknowledgement.

I ask my students two more questions.
1. How can a leader solve a problem if she/he doesn’t know it exists?

2. If you are being paid a salary, isn’t it an obligation and a responsibility of the job to speak to the problems you see?

My belief is that you, as CEO, want to know what is happening and that you deserve to know. And that once you know, that you will care to take action. Currently in the United States there are zero laws against workplace bullying so it is up to individual companies to make policies that help to build a company culture of respect.

I see and hear the disconnect between assistants and leaders. Fear is rampant among both groups.


images (14)My mantra has become “Speak Truth to Power” because the trauma of workplace bullying is leaving a wake of damaged people and poisoned companies.


To empower your staff by putting policies in place to end workplace bullying will improve your company on every level, including profits. Don’t waste one more minute.

Huff Post Business by Bonnie Low-Kramen, author, “Be the Ultimate Assistant, A celebrity assistant’s secrets to working with any high-powered employer.”


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Does Cyber Harassment affect Employees? A Survey

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Cyberbullying is becoming more and more prevalent. Children, celebrities and campaigners are among those who have experienced abuse, whilst evidence suggests that it is also becoming a problem in workplaces.


4727417010651136In the past decade communication technologies have increasingly infiltrated the workplace. For instance, UK office workers send and receive 10,000 emails per year according to researchers at Warwick Business School. Many of these will be generic work requests, a few might be impolite and some could be downright abusive.

There are reasons to believe that cyberbullying behaviours perpetrated in the organisational context are more subtle than those observed among children and adolescents. This is because employees are bound by regulations that prohibit explicit abuse aimed at co-workers and adults may have developed the capacity to disguise bullying behaviours. Despite this, workplace cyberbullying can still cause harm as researchers have linked it to low job satisfaction, mental strain and intention to quit the organisation.

Examples of workplace cyberbullying can include online threats, overly critical emails and the distribution of embarrassing pictures and personal information. Aspects of computer mediated communication mean that workplace cyberbullying differs from offline workplace bullying in several key ways. For instance, it is possible for perpetrators to remain anonymous, the perpetrator and victim are often in different locations when messages are distributed and cyber acts can be seen by a much larger audience. Furthermore, certain acts of cyberbullying are more permanent than the transience of offline bullying acts and they can be experience by employees outside of the work environment.

Before in-depth research can address workplace cyberbullying it is critical to develop valid and reliable tools to measure it. This is the focus of a study being run by researchers at the University of Sheffield. If you are employed and would like to take part in the study please click on the link below.

Researchers from the University of Sheffield are working with the support of No Bullying to identify how negative behaviours conducted through technology can impact employee health, job satisfaction and working relationships. People are increasingly using technology to communicate with their colleagues. It is therefore important to investigate how negative technology-mediated behaviours affect employees.

If you are employed and would like to contribute to knowledge on cyberbullying within the context of work, we would like to invite you to take a short survey on negative technological experiences, job satisfaction, health and work engagement.

To obtain data that will give a casual indication of how negative technological behaviours affect people, we need to collect data now and again in six months’ time. Therefore we would like to invite you to complete this survey now as well as a second survey that will be distributed in six months.

This study has been ethically approved by the Sheffield University Management School. All responses are anonymous and strictly confidential. You are also free to withdraw from the study at any time by closing the web page. To participate in the study click on this link.


images (10)Learn more about the Study and do take some time to participate in it.smiley-wearing-glasses-reading-a-book


Sam Farley is a doctoral researcher at Sheffield University Management School – email sjfarley1@sheffield.ac.uk twitter: @sam_farley3


Cyberbullying in the Workplace, Study and Survey Covered by NoBullying Today


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Poll finds many Canadians feel bullied at work

1130news

Many chose to stay quiet about the issue

987fe6a14f76a535f8c7d0c79ed8-190x250VANCOUVER (NEWS1130) – Some disturbing numbers about bullying in the workplace are coming to light.

A new poll by CareerBuilder.ca finds nearly half of all Canadians who responded feel they’ve been bullied at the office, with many blaming their bosses as the main tormenter.

What’s really sad about these statistics is one-quarter of respondents say they actually left a job because they felt they were constantly picked on.

Unfortunately, many workers chose to stay silent about feeling bullied. Meanwhile less than half actually reported it to HR, with less than half reporting nothing was done to fix the problem.

“Our results showed that, despite the prevalence of workplace bullying, many workers do not come forward to report it, and many of those who do feel their complaints aren’t heard,” says Mark Bania, Director of CareerBuilder Canada.

More than half took the problem into their own hands and some had good results. More than one-quarter say the bullying stopped but almost the same number said the issue continued. Two per cent said the problem only got worse.

From intimidation to insults, bullying occurs in many forms. When asked how they felt bullied, workers gave the following responses:

  • They were falsely accused of making mistakes: 54 per cent
  • They were ignored – their comments were dismissed or not acknowledged: 51 per cent
  • The boss or co-workers constantly criticized them: 37 per cent
  • Different standards or policies applied to them that didn’t apply to others: 35 per cent
  • They were the topic of office gossip: 35 per cent
  • Co-workers made belittling comments about them during meetings: 32 per cent
  • The boss yelled at them in front of other co-workers: 24 per cent
  • Others purposely excluded them from projects or meetings: 21 per cent
  • Others picked on them for personal attributes (e.g. race, gender, appearance): 16 per cent
  • Someone stole credit for their work: 15 per cent

When it comes to the biggest workplace bullies, those who have felt bullied at work say bosses are No. 1 tyrants (49%), followed closely by co-workers (47%). Thirty-two percent of workplace bully victims say a customer was the culprit, and 23% felt victimized by a higher-up at the company other than their boss.

Half of office bullying victims say their bullies are older than them, and 28% say their bullies are younger. Twenty-two percent are bullied by people their own age.

When it comes to reporting the problem, the majority of office workers choose to keep silent. Only 44% of workplace bully victims report the problem to HR, and 54% of those workers say no action was taken to relieve the situation.

Fifty-five percent of those who say they’re bullied have taken matters into their own hands to varying results. Twenty-six percent of workers say the bullying stopped when they confronted their tormentor; however, 28% also confronted their bully only to see the bullying continue, and another 2% say the bullying got even worse.

“Workers should feel comfortable coming forward if they feel they are being bullied,” Bania adds, “and employers should take these complaints seriously, as they can lead to larger problems that affect not just the individual employee but the entire organization.”


related

Pew survey finds online harassment widespread, young adults most likely to be victims

St. Thomas and Elgin taking a stand during Bullying Awareness Week

Living the Pledge to stop bullying

Montana legislator, school officials weigh in on bullying laws

Kids Help Phone encourages people to take a stand against bullying

Educating yourself on bullying

Social media companies better placed to deal with cyber bullying


Sonia Aslam VANCOUVER – NEWS1130 – November 12, 2014


The New Bullying Prevention © 2015

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