If you are being bullied at work by the witch at your office man or a woman ,such as a manager , doctor, nurse, supervisor, senior worker, a regular worker who always nose brown the managers or anybody else, take an honest look at yourself and your own behaviors in fueling the aggression. Doing so does not in any way justify the violence
that is being directed toward you, but just as you learn not to look a grizzly bear in the eyes if you should come across one, those bullies are using scare tactics to put you under control . They are jealous from your qualification, your skill, your beauty, your personality, and they want to make sure that you don’t get a head at all and that you stay in your place so they can be promoted .
Tell your boss , your manager and don’t keep it in your heart figure out what you are doing that is provoking your attackers, why he or she behaving this way.
Is he or she bipolar? do they have psychological problem? confront them with meeting with your boss and give him the facts and keep witnesses on hand . Make sure to record them you can do that in so many small type recorders these days so you can use that against the witch and show your boss this have to stop.
Fighting the work bully get you more stress , is like fighting a grizzly bear. When the bear goes after you, friends are going to run as fast as they can – away from the bear in this case the witch. And if you run in their direction with a grizzly hot on your trail, they will be outraged – not at the bear ( witch), but at you for putting them at risk. So what do you do once the bear gets mad at you? Have a fair fight? Give that bear everything you’ve got? Good luck.
Bullying is usually seen as acts or verbal comments that could ‘mentally’ hurt or isolate a person in the workplace. Sometimes, bullying can involve negative physical contact as well. Bullying usually involves repeated incidents or a pattern of behaviour that is intended to intimidate, offend, degrade or humiliate a particular person or group of people. It has also been described as the assertion of power through .
DON’T CONFUSE bullying with other harassment issues .
Harassing behaviour does not include:
- Expressing differences of opinion.
- Offering constructive feedback, guidance, or advice about work‑related behaviour.
- Reasonable action taken by an employer or supervisor relating to the management and direction of workers or the place of employment (e.g., managing a worker’s performance, taking reasonable disciplinary actions, assigning work).
What are examples of bullying?
While bullying is a form of aggression, the actions can be both obvious and subtle. It is important to note that the following is not a checklist, nor does it mention all forms of bullying. This list is included as a way of showing some of the ways bullying may happen in a workplace. Also remember that bullying is usually considered to be a pattern of behaviour where one or more incidents will help show that bullying is taking place.
Examples include:
- Spreading malicious rumours, gossip, or innuendo that is not true.
- Excluding or isolating someone socially.
- Intimidating a person.
- Undermining or deliberately impeding a person’s work.
- Physically abusing or threatening abuse.
- Removing areas of responsibilities without cause.
- Constantly changing work guidelines. Or select you to go work for other office while they and their friends dont travel .
- They ask you to be a team worker when you complain, and they dont play fair and never part of a team work.It seem like you are the team.
- Establishing impossible deadlines that will set up the individual to fail.
- Withholding necessary information or purposefully giving the wrong information.
- Making jokes that are ‘obviously offensive’ by spoken word or e-mail.
- Intruding on a person’s privacy by pestering, spying or stalking.
- Assigning unreasonable duties or workload which are unfavourable to one person (in a way that creates unnecessary pressure).
- Underwork – creating a feeling of uselessness.
- Yelling or using profanity.
- Criticising a person persistently or constantly.
- Belittling a person’s opinions.
- Unwarranted (or undeserved) punishment.
- Blocking applications for training, leave or promotion.
- Tampering with a person’s personal belongings or work equipment.
Many weak minded and nose browning workers will follow the witch, they dont want to get involved , they dont want the extra stress forgetting that one day it will be their turn ,so make sure that all of you cooperate to get rid of this witch, isolate her / him. Dont invite them to your parties or close circle ,make them feel they are unwelcome and unwanted .
People who are the targets of bullying may experience a range of effects. These reactions include:
- Shock.
- Anger.
- Feelings of frustration and/or helplessness.
- Increased sense of vulnerability.
- Loss of confidence.
- Physical symptoms such as:
- Inability to sleep.
- Loss of appetite.
- Psychosomatic symptoms such as:Panic or anxiety, especially about going to work.
- Stomach pains.
- Headaches.
- Suicidal thoughts
- Family tension and stress.
- Inability to concentrate.
- Low morale and productivity.
Many of those witches are lazy people , they are afraid to lose control .some can be active and fast workers but it is a cover up for their loneliness. They dont have good social skill or dates , they are shallow and rude. They take credit for other people’s work
Bullying affects the overall “health” of an organization. An “unhealthy” workplace can have many effects. In general these include:
- Increased absenteeism.
- Increased turnover.
- Increased stress.
- Increased costs for employee assistance programs (EAPs), recruitment, etc.
- Increased risk for accidents / incidents.
- Decreased productivity and motivation.
- Decreased morale.
- Reduced corporate image and customer confidence.
- Poor customer service.
- and in some cases it could lead to bankruptcy in the long run.
In addition, federal and provincial human right laws prohibit harassment related to race, national or ethnic origin, colour, religion, age, sex, marital status, family status, disability, pardoned conviction, or sexual orientation. In certain situations, these laws may apply to bullying.
Dont let the witch isolate you, make sure to tell her / him to stop. Tell them that you will make a harassment complaint and make sure you do .Dont be afraid
If you feel that you are being bullied, discriminated against, victimized or subjected to any form of harassment:
Things you can do
- FIRMLY tell the person that his or her behaviour is not acceptable and ask them to stop. You can ask a supervisor or union member to be with you when you approach the person.
- KEEP a factual journal or diary of daily events. Record:
- The date, time and what happened in as much detail as possible.
- The names of witnesses.
- The outcome of the event.
- KEEP copies of any letters, memos, e-mails, faxes, etc., received from the person.
- REPORT the harassment to the person identified in your workplace policy, your supervisor, or a delegated manager. If your concerns are minimized, proceed to the next level of managem
- Things you dont want to do
- DO NOT RETALIATE. You may end up looking like the perpetrator and will most certainly cause confusion for those responsible for evaluating and responding to the situation. Many people take this line end up in court if the pass the line , I knew horrible stories where those bullies were sent to ICU, and the person who sent them to ICU went to prison for long time, later he got out of the prison and killed the person who was bully him , Then he went to the execution chamber.
What can the director, managers and supervisors do?
The most important component of any workplace prevention program is management commitment. Management commitment is best communicated in a written policy. Since bullying is a form of violence in the workplace, employers may wish to write a comprehensive policy that covers a range of incidents (from bullying and harassment to physical violence).
A workplace violence prevention program must:
- Be developed by management and employee representatives.
- Apply to management, employees, clients, independent contractors and anyone who has a relationship with your company.
- Define what you mean by workplace bullying (or harassment or violence) in precise, concrete language.
- Provide clear examples of unacceptable behaviour and working conditions.
- State in clear terms your organization’s view toward workplace bullying and its commitment to the prevention of workplace bullying.
- Precisely state the consequences of making threats or committing acts.
- Outline the process by which preventive measures will be developed.
- Encourage reporting of all incidents of bullying or other forms of workplace violence.
- Outline the confidential process by which employees can report incidents and to whom.
- Assure no reprisals will be made against reporting employees.
- Outline the procedures for investigating and resolving complaints.
- Describe how information about potential risks of bullying/violence will be communicated to employees.
- Make a commitment to provide support services to victims.
- Offer a confidential Employee Assistance Program (EAP) to allow employees with personal problems to seek help.
- Make a commitment to fulfil the prevention training needs of different levels of personnel within the organization.
- Make a commitment to monitor and regularly review the policy.
- State applicable regulatory requirements, where possible.
- ENCOURAGE everyone at the workplace to act towards others in a respectful and professional manner.
- HAVE a workplace policy in place that includes a reporting system.
- EDUCATE everyone that bullying is a serious matter.
- TRY TO WORK OUT solutions before the situation gets serious or “out of control”.
- EDUCATE everyone about what is considered bullying, and whom they can go to for help.
- TREAT all complaints seriously, and deal with complaints promptly and confidentially.
- TRAIN supervisors and managers in how to deal with complaints and potential situations. Encourage them to address situations promptly whether or not a formal complaint has been filed.
- HAVE an impartial third party help with the resolution, if necessary.
Communicate to your closest friends and colleagues at work (or wherever it is that you are being bullied) that you want to keep them out of this and will be keeping your distance until this is over but you need them as witnesses.They will be relieved, grateful to you, and have less reason to turn on you. They can be your witnesses and give you some emotional support .
STAND UP FOR YOUR RIGHTS
AND THE RIGHTS OF OTHERS.
FIRE THOSE WITCHES BEFORE IT IS TOO LATE.
Steve Ramsey, PhD
Calgary – Canada