Workplace Bullying vs. Harassment Vs. Toxic Work Environment скачать в хорошем качестве

Workplace Bullying vs. Harassment Vs. Toxic Work Environment

Understanding How to Report on Bad Things Happening at Work Dennis Stolle of the American Psychological Association says 52 million Americans have experienced workplace bullies. by Anne Godlasky, National Press Foundation Bullies are not just the scourge of playgrounds or cyberspace, but for “way too many” adults, the workplace, too, says Dennis Stolle, senior director of applied psychology for the American Psychological Association. More than 52 million U.S. workers say they have experienced workplace bullying, 22 million in the past year. For companies, this can lead to problems with productivity and talent retention. For individuals, it can lead to clinical levels of anxiety, depression and even PTSD. What workplace bullying is (and isn’t) While there is no clinical definition, workplace bullying definitions generally include the systematic mistreatment or repeated, prolonged negative social behavior against a target in the workplace that the target cannot easily stop or defend against. The U.S. has laws against certain types of harassment and discrimination, but that may not include bullying. “Race, gender, sexual orientation, these kinds of things, that’s different than bullying. Bullying does not have a legal status of that type,” Stolle said. “Harassment is bullying, but bullying isn’t necessarily harassment.” Many people colloquially use the term “toxic workplace,” but that’s not necessarily the same, either. “A work climate can be toxic even if there’s no bullying happening in that workplace. It may be that the workplace is so stressful in terms of demands of the workload and coupled with low pay and little benefits that it becomes a toxic workplace even though there’s nobody there who’s engaging in bullying or who’s being bullied,” Stolle said. “And bullying can occur as a one-off event in a workplace that otherwise is considered to be a very healthy workplace and a place that is a very good place to work. So sometimes they go hand in hand, but not necessarily.” Preventing workplace bullies Leadership plays a major role in stopping workplace bullying before it starts. When looking at the Kurt Lewin leadership styles framework, which labels leaders as autocratic, democratic or laissez-faire, “research consistently shows it’s that laissez-faire leader that creates the environment that is ripe for bullying,” Stolle said. Management can also used “perceived organizational support” questionnaires to understand how employees are feeling, have HR speak with employees proactively, and make efforts to create a work environment with psychological safety at the core. Possible service journalism story ideas for reporters: What states (see Tennessee) or nations have taken legislative approaches and what evidence exists to show its effectiveness (or lack thereof) in addressing workplace bullying? What are ways people targeted by workplace bullies have been able to overcome the bully and thrive? What do bosses need to know? How can they create a culture that prevents bullying? How is workplace bullying addressed in employment structures around a particular “talent” or “personality,” such as the arts, or in very hierarchical environments, such as hospitals? Are they behind other industries when it comes to tolerating workplace bullies? How should coworkers respond to workplace bullies? What steps should be taken and how can they be empowered to support the targeted individual? Speaker: Dennis P. Stolle, Senior Director, Applied Psychology, American Psychological Association Summary, transcript and resources: https://nationalpress.org/topic/workp... The Covering Workplace Mental Health journalism fellowship was sponsored by the Luv U Project, with associate sponsor the American Psychological Association. NPF is solely responsible for its content. This video was produced within the Evelyn Y. Davis studios.