Bullying

Prensented by
Miss Sadaf Saqib ( Introduction )
Mr. Umer Khalid ( GAPS )
Mr. Abdul Rehman (Conclusion )

Contents:
Bullying (Introduction)
Behaviors
Islam insight on bullying behavior
Who does it & why it occurs
Why bullies behave as they do
Statistic & Islam Insight

What does bullying mean to

you?

Defining the term Bullying:

A persistent pattern of behaviors that

threaten, intimidate, degrade, undermine,
embarrass, or humiliate another and have
an adverse impact on anothers emotional
and psychological well-being.

Sample Behaviors
Yelling
(verbal)
Insulting remarks / Public humiliation
(verbal)
Ignoring
(non-verbal)
Inappropriate non-verbal behavior, e.g.,
staring, pointing
Spreading malicious rumors or gossip
Shows Favoritism

Sample Behaviors
Imposing unreasonable or inappropriate
work demands
Unduly criticizing work performance
Making false accusations
Denying training & resources for success
scrutiny of e-mails
Interfering with others work
Withholds information

Bullying is defined and witnessed differently

in different workplace environments

Why bullying occurs. . .

Expression about power, about
intimidation, benefits, preserving the
status quid pro quo (something for
something), tendency to be superiority
and control.
Exploitation of power, feeling that you can
do anything you want to.

Who does it

Anyone can be a Bully,

however managers
(higher authorities) are
reported to be the
number one
perpetrator from the
point of view of those
being bullied. Bullying
is a widespread
problem and can be
found at all levels of an
organization.

Boss/Author
ity
Peer/Colleagu
e
Employee/Subordi
nate

Bullying has no pyramid that whether its comes

from authority to subordinate or descend to
ascend.
It is witnessed varying situation to situation.
Its not about age or attractiveness
Bullying starts as early as elementary school

Why bullies behave as they

do
Incompetence
Fear
Inadequacy
Failure
Lack of Empathy

Result? They fail to read and manage their

own and others emotions. This is why
awareness is critical.

Whos doing it?

Quick Stats 2014 A Global Problem

Percenta
ge of
Offices
Where
Bullying
Is
Reported

United States 27%

United Kingdom 25%
Europe 50%
Australia 25%
Canada 40%
Asia 50%

Mr. Umer Khalid

GAP Analysis

Why is it important to discuss Bullying?

Safety

Distraction from learning

Respect

Showing respect for people means

accepting their differences and treating
them the way youd like to be treated.

Bullying is the exact opposite

-Premier Bullying Prevention page 5

Bullying costs

$$$

7 out of 10 employees quit their jobs

because of bullying

$ High staff turnover

$ Reduced productivity
$ Increased sick time

1 out of
3
women
have
been

50%

75 million people
have experienced
or witnessed
bullying

29%
of workers
55 years of
age or older
have been
bullied

4x

Bullying is
more
prevalent than
sexual harassment

Numbers on Bullying
18% of students feel bullied
85% of students have witnessed bullying

What does that say to you

Types of Bullying
4 Main Types

1. Physical Bullying

2. Emotional Bullying

3. Social Bullying

4. Cyber Bullying

Who is involved in
Bullying?
Bully
The Bystander is the
most influential person in
the triad

Bullying
Triangle

Victim

Bystander

One Time Incident vs.

Bullying

Who can give me an example of a one

time incident

Who can give me an example of a bullying

situation

Tattle vs. Report-

whats worth

reporting

Incidents when you

feel threatened
witness someone else being threatened

when

you just know something is

wrong

Examples

Physical actions
Verbal threats
Other students are in danger
Student examples

MR. Abdul Rehman

Conclusions

Benefits of a Zero-Tolerance Policy

Improved staff satisfaction, retention
Enhanced reputation for the business
Creates a culture of professionals, role
models
Improves work safety, quality
Greater staff willingness to report
Reduced liability, risk management
A more civil, productive, desirable workplace

Psychologically healthy workplaces

have lower turnover, less stress &
higher job satisfaction
Sources: American Psychological Association, U.S. Dept. of Labor
Bureau of labor statistics, 2009

11%
Differenc
e

32%
Differenc
e

Solutions to the Problem

Employees:
NEVER become a bully under any
circumstances
Recognize when you are being bullied,
realize it is not your fault
Alert management immediately
Ask witnesses to testify that they
observed bullying

Solutions to the Problem

Employers:

Provide

conferences or workshops to educate

and empower
Create

& enforce a zero tolerance antibullying policy

Determine

& enforce possible courses of

action for bullying behaviors
Promote

& endorse anti-bullying legislation

Enacting Anti-Bullying Policies

Employers must establish and enforce strict
guidelines
Have employees submit a signed
statement regarding commitment to abide
by conduct rules
Encourage reporting
Have focus groups to conduct surveys to
be analyzed regularly

Training & Education

Three levels of intervention for bullies,
victims, and observers:
Informal Intervention: conduct interviews to
discuss events, listen to responses, get
perspectives of all people involved
Awareness Intervention: Compilation and
divulge complaints from data in a supportive
manner to raise awareness
Authority Intervention: specify behaviors that
need improvement, give timeline to improve
behavior

Support Services
Employers can support victims,
observers, and bullies by:
Offering healthcare support, evaluation,
treatment plans & wellness programs
Providing training on professional
behavior
Participating in the recovery of those
who experienced or witnessed disruptive
bullying behavior

YOU Can Help by Becoming an

Agent of Social Change

Recognize and report Workplace bullying when it

occurs

Help educate others and create awareness

Volunteer to help the State Coordinators enact the

Healthy Workplace Bill

Become a citizen lobbyist or state coordinator

Assist employers in creating a anti-bullying policy

Endorse the Healthy Workplace Bill:

http://www.healthyworkplacebill.org/

Expected Outcomes

Recent recognition of the problem and

increasing awareness are improving the
future outlook of this issue.

Companies

worldwide are establishing annual

training courses and codes of conduct regarding
workplace bullying
A

safe and comfortable work environment

where all employees feel secure and able to be
productive is the ultimate goal
5-10

years will likely not see the eradication of

this issue, however, each individual commitment
can contribute to overall social change

Victim Impact Statement

Conclusion
Workplace bullying is a serious, yet
preventable, problem that results in harmful
effects victims, witnesses and businesses
alike

There are currently few laws against

workplace bullying but companies and
individuals choosing to take a stand can have
a huge impact and work toward its
elimination