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Have you personally experienced or witnessed workplace bullying?

Updated: 6 days ago

 Reporting Workplace Abuse -Survey Result


Q : Have you personally experienced or witnessed workplace bullying?

 

©Organisational Response to Reports of “In-House” Workplace Bullying, Abuse, Harassment & Violence 🚩🚩


The question had a 100% response.

The survey classified some

63% as targets of employees having experienced workplace bullying; it is interesting to note that

39% of the survey participants have witnessed workplace bullying, while

8% state they have never been bullied.


Using the subjective approach for evaluating the phenomenon (Notelaers, Einarsen, Witte, & Vermunt, 2006; Rayner, 1997; Zapf et al., 2003), participants were asked to say whether or not they had experienced this type of behaviour.


Of the 119 participants, 86 defined themselves as victims of bullying, i.e. having experienced workplace bullying. A further 47 participants defined themselves as having witnessed bullying behaviour, and 10 participants claimed to have had no direct experience of bullying at work. None of the participants described themselves as aggressors.


©A significant finding is that the organisation's management do not address the perpetrator(s) of abuse (bullying) and manage their abusive behaviour. 🚩


The issue of the current practice of measuring the target(s) report of psychological injury and the perpetrator(s) behaviour in the same dimension; is not providing adequate protection and validation for the target(s) has recently grown in importance. 🚩


The lack of Trauma Informed Care is detrimental to the target (s) health and well-being and their survival in a toxic unsafe environment.🚩


The controversy over this practice inadvertently reveals a culture of imbalance of power and inequality. And a lack of leadership’s duty of care, emotional intelligence and moral intelligence.🚩🚩🚩


Leadership Culture

Effective leadership is an essential component that is sensitive to a target(s) seeking support, protecting them from perpetrators of workplace abuse and preventing practices that invalidate or re traumatise the target(s).

A commitment to zero tolerance of abuse can represent a shift in values and culture . ✅

Judith Carmody Author : Co Bully No More


A theoretical issue that has dominated the field of abuse is the concept of trauma-informed investigations and interventions to stop the cycle of violence and minimise risk. ✅

Please see

www.judithcarmody.com for full article



©No part of this article may be reproduced without prior permission of the author Judith Carmody. The post can be reposted in full giving credit to the author's work.

This survey is part of a research dissertation for a Master of Arts in Leadership in Workplace Health and Wellbeing, Technical University of the Shannon, Ireland.

Content Warning: Please be advised, this article might mention trauma-related topics that include abuse, which could be triggering to the reader. The con­tent pro­vided and in any linked mate­ri­als is not intended and should not be con­strued as med­ical or legal advice. If the reader of this material has a med­ical or legal con­cern, he or she should con­sult with an appropriately health care provider or legal advisor.




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