LETTUCE

Lettuce fight bullying

I found this recently and I hope U of A don't mind me reprinting it here.
I like it cos it goes further than just defining bullying.
It paints a wider picture of shared rights and responsibilities.

I saved it to my desktop as "Now this is where I'd like to work"

It seems to me that many bullies are oblivious of how their behaviour is perceived.

We could all help create a more just workplace environment for leaders and led by focussing on and communicating the kind of workplace we'd like to work in.




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A Respectful Workplace Environment



The University of Auckland is committed to creating and maintaining harassment free workplaces that uphold a safe and respectful work environment as a priority. Under it’s definition of harassment the University includes:

Unwanted behaviour including comments, conduct or gestures that are insulting, intimidating, humiliating, hurtful, malicious, or otherwise offensive to an individual or group of individuals. Behaviour which creates an uncomfortable environment, or which might reasonably be expected to cause embarrassment, insecurity, discomfort, offence, or humiliation to another person or group."

Expectations of staff

Staff are expected to:

* Carry out official duties with skill, care and diligence, using authority fairly;
* perform their duties professionally, and not physically assault or insult, threaten or malign another University colleague, or behave in such a way that brings the University into disrepute;
* observe relevant University policies and procedures, and
* treat students, colleagues and members of the public with courtesy and with respect for their rights, duties and aspirations.



Now, this is where I'd like to work!

* There are many positive factors that contribute to making a productive and effective workplace. Some of these include where staff are:
* valued for their particular contribution;
* provided with the opportunity to receive training to develop their skills and familiarity with the workplace;
* respected for their individual differences;
* disciplined for unacceptable behaviour, using well-publicised policies and procedure about expectations of staff;
* taken seriously when they have a grievance;
* assigned manageable tasks within their capabilities;
* provided with productive feedback on their work;
* provided with clear instructions/goals/expectations for each task;
* provided with orientation activities, performance appraisals and clear work plans.



What is workplace bullying?

Workplace bullying is unwelcome and unreasonable behaviour. It creates a hostile, uncomfortable or offensive work atmosphere for those who are target/s of the bullying. It may be an isolated incident, but is more often persistent, occurring over a period of time.

Workplace bullying behaviour demeans and humiliates employees, either as individuals or as a group. It may also include behaviour that intimidates, offends, criticises or degrades a person, possibly in the presence of colleagues, students or clients.



Respectful workplace

The essence of most bullying is the misuse of relative/ or assumed power, for example, from a person's length of employment, seniority, authority, control of resources, or social influence. However, bullying can occur between peers or colleagues, and in the reverse direction to that commonly assumed, for example women to men. All types of bullying are equally inappropriate within the University.

Some examples of bullying behaviour:



* verbal communication, such as:
* abusive and offensive language;
* insults;
* teasing;
* spreading rumours;
* constant criticism or trivialising of achievements.



* manipulating the work environment, such as:
* isolating workers from normal interaction;
* micromanaging or excessive supervision of employee;
* intentional under utilisation of employee;
* setting impossible deadlines;



* psychological manipulation, such as:
* unfairly blaming someone for mistakes/delays;
* setting someone up for failure;
* deliberate exclusion;
* making practical jokes;
* allocating humiliating and demeaning tasks;
* belittling or disregarding opinions or suggestion;
* chastising in front of colleagues.



Some examples of bullying behaviour:



* verbal communication, such as:
* abusive and offensive language;
* insults;
* teasing;
* spreading rumours;
* constant criticism or trivialising of achievements.



* manipulating the work environment, such as:
* isolating workers from normal interaction;
* micromanaging or excessive supervision of employee;
* intentional under utilisation of employee;
* setting impossible deadlines;



* psychological manipulation, such as:
* unfairly blaming someone for mistakes/delays;
* setting someone up for failure;
* deliberate exclusion;
* making practical jokes;
* allocating humiliating and demeaning tasks;
* belittling or disregarding opinions or suggestion;
* chastising in front of colleagues.



What can be done about it?



Personal resolution:

* If you are being bullied it may be sufficient to make it clear to the individual/s that the behaviour is not welcome, that it offends you or makes you uncomfortable, and that it interferes with your work.
* If you are a witness to bullying behaviour, you can approach those perpetrating the bullying behaviour and tell them that you disapprove of the behaviour and request that it stops;
* Keep a record of the times, dates, places and witnesses. Do not write down anything that is irrelevant or could be considered malicious. Any record should be kept confidential.



If it doesn't stop TELL SOMEONE NOW!

Chiefly your Head of Department or Supervisor/Manager. It is their responsibility to ensure that the bullying is stopped and that your concerns are investigated. You can also contact the Resolve Network, or the Mediator if you would like further confidential information and/or advice.

It is important that you report your concerns to your Head of Department or Supervisor/Manager as soon as possible, don't wait and hope it stops. The Manager does not require a written complaint in order to act. Your complain will remain confidential, only known to those involved in the investigation (ie. usually only the Manager and alleged bully). You should have no fears of reprisals as a consequence of reporting your concerns.

Remember - there are procedures and people to HELP YOU if you are bullied or you are a witness to bullying.

For further information/assistance in relation to bullying in your workplace, please contact the Resolve Network or the Mediator.

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posted by Colin Darling @ 5:50 PM