Worker’s Behavior That May Constitute Bullying

360training
Aug 22, 2017 · 3 min read

In 2010, The International Conference on Workplace Bullying & Harassment hosted Susan Harthill’s presentation that focused on the potential of OSHA regulations to help victims and targets of workplace bullying. Since its inception, OSHA has advocated employee rights and aims to address all kinds of workplace issues: including bullying. Behavioral safety training touches on many aspects of employee behavior and workplace culture that may lead to some form of emotional or psychological harassment. It is relevant for all companies no matter the size to at least ask themselves if behavioral safety training can aid in improving the workplace.

For more on that, here’s a list of some behaviors that are viewed as inappropriate and should have no place in a healthy organization:

· Establishing impossible deadlines that will set up the individual to fail.

· Belittling or completely dismissing one’s opinions.

· Tampering with personal belongings or work equipment.

· Deliberately providing incorrect information.

· Invading someone’s space through pestering, stalking, or gossiping.

· Threatening, yelling, or using profanity.

· Putting needless pressure on someone (assigning unreasonable duties, etc.)

· Undermining or purposely impeding someone’s progress.

· Giving out excessive or undeserved punishment.

· Spreading malicious rumors and gossips.

Bullying can be very hard to identify. After all, some cases may even point to a high ranking employee as the perpetrator. Experts also explained that there’s a “fine line” between strong management and bullying, and that some individuals may take constructive feedback and differing opinions as a form of an offensive onslaught towards them.

How to handle bullying in the workplace?

Most organizations fail because they don’t have a clear point of contact that will handle these unfortunate incidents. It’s also hard for most victims to come out and share their experience.

Eliminating ‘bullies’ in the workplace can be very challenging if the ‘targets’ don’t know what to do, afraid to take action, or simply don’t know whom to approach to address the issue. It’s a huge reason why all members of an organization must be encouraged to take behavioral safety training or other seminars that make them understand the issue in both a professional and personal level.

In fact, the sooner that workers are taught about the consequences and proper handling of bullying incidents, the more likely it is that no other employees would have to suffer harassment while at work. By taking OSHA’s initiative, companies should be able to draft internal policies which will effectively moderate bullying activities.

If not dealt with, bullying will affect the productivity of the workplace and ruin its culture. The unnecessary stress will decrease the morale of employees, increase absenteeism, and reduce the overall productivity of the organization. Any bullying incident can also seriously dampen the corporate image of any organization. It’s a critical issue, especially now that regulators are working on implementing heftier fines for companies who are allowing such incidents to happen in their workplace.

About the author:

Matt Luman is our EHS Product Marketing Manager at 360Training.com. He is an OSHA-authorized Outreach Trainer for General Industry and Construction. Prior to coming on board with the team, Matt worked for many years in the Oil and Gas Industry, spanning numerous sectors. He’s done everything he could in the industry, from washing trucks to developing EHS management systems. As EHS Product Marketing Manager, he is focused on creating lifelong industry

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