Research released by the Ban Bullying At Work campaign (www.banbullyingatwork.com) reveals that two thirds (66pc) of managers believe that lack of management skills is the major factor contributing to bullying.
The survey questioned 512 senior managers across the UK with the Chartered Management Institute (The Institute). Other factors cited by managers themselves include unrealistic targets 27pc, authoritarian management styles 56pc; Personality 57pc and failure to address incidents 37pc.
The survey also reveals regional variations in managers’ attitudes to workplace bullying. In the [North East] the figure is higher than the national average with 74pc citing lack of management skills as a major factor contributing to workplace bullying. In the South West Managers believed that personality was the most influential factor with 66pc.
What they say
Lyn Witheridge, CEO, www.banbullyingatwork.com said; “It is clear that managers now acknowledge that bullying behaviour in the workplace takes many forms and creates deep repercussions. In fact bullying costs UK businesses £18 billion per year one in four people has experienced bullying in the workplace. We are challenging businesses to speak out against bullying to create workplaces where employees can see clearly that bullying behaviours will not be tolerated. We want to inspire managers to speak out and instill a culture where business is not frightened to stand-up to the bullies.”
The top reason why organisations should deal with bullying at work was low morale with 66pc. Falling productivity was second with 37pc and reducing absenteeism was third with 24pc. In Scotland 77pc managers cited low morale, higher than the national average while in South West England managers were less concerned with falling productivity as a result with 23pc.
Jo Causon, director, marketing and corporate affairs, at the Chartered Management Institute, says: “The impact that bullying has on employees is felt by those who are victims and those who witness it. Poor management is often at the root of the problem since staff at all levels lack the skills to tackle the issue. Not only do employers need to equip individuals with the ability to manage conflict, they need to create an open, empowering culture to ensure that the potential for bullying is minimised.”
The survey also asked managers what they believed was the most prolific type of bullying used. Some 71pc of managers cited misuse of power while 63pc cited overbearing supervision and 55pc cited exclusion. In the North East verbal insults was cited as the main type of workplace bullying with 81pc – higher than the national average.
Now in its fifth year the Ban Bullying At Work day is on November 7. The day is spearheaded by The Andrea Adams Trust, the worlds only non-political, not for profit charity tackling workplace bullying. The 2007 campaign will encourage people to ‘SPEAK OUT’ against bullying to address issues and create a productive working environment. Over one million people took part in Ban Bullying At Work Day in 2006. Businesses and individuals can request their participation pack and find out more information at www.banbullyingatwork.com
The Institute’s research findings can be downloaded at: (Guidance to help managers manage bullying in the workplace is available at the same URL.)
