As with every type of training, there will be both benefits and risks when attempting to reach a specific audience. In this case the audience would probably include both perpetrators and victims of bullying. This being the case, it will be essential to know beforehand what a trainer may expect when coming into a group of employees who may already have preconceived notions as they enter into what may be a rather uncomfortable situation.
Workplace bullying has in the past tended to focus on suggested information, surveys, and discussion groups used to gauge information on bullying activities (Cowan, 2013). This has allowed persons engaged in bullying to escape any confrontations that may involve them. There are benefits to these policies though, in that it does allow employers and employees alike to gain greater awareness concerning what to look for and make it possible for some to go to their superiors or Human Resources (HR) professionals for assistance. When trainings are introduced into a workplace environment several components must be taken into account. Factors to consider when going into the training itself may include: * Intoxication or substance abuse by both the bully and the victim. * Being constrained in some manner during the training such as not being allowed to leave or smoke during the session. * Fatigue, overstimulation, tension, anxiety, or fear before even entering the training session. * Entering the training feeling pre-judged or already accused (College of Nurses of Ontario, 2009). * Possible protection for “whistle-blowers”. * Threat to professional status. * Threat to personal standing and fear of isolation (Al-Daraji, 2009). * Inadequate preparation of training staff (Al-Daraji, 2009).
There is always the risk of NOT having awareness and NOT doing trainings or workshops concerning bullying. I had that experience and end result was not good. I asked my co-worker on several occasions to talk with me about her accusations and charges against me. She was also using clients to attempt “mobbing.” This is a term used mainly in Europe and is based on generalized abuse in the work place (Namie & Namie, 2009). My co-worker began lying and went to the extent of asking her clients to ‘spy’ on me. No attempt was made by my other co-workers, supervisor, or our director at getting to the truth. I have never learned the truth, but did learn that there is now an anti-bullying program in place. While it did not turn out well for me at least lessons were learned and bullying is now being taken very seriously at my former place of employment. My previous experience does show how vital awareness of bully is, and how important anti-bullying trainings are in the workplace. While the risks of bullying workshops and trainings can be present it is vital that the trainer be well qualified. Trainers can be professional licensed individuals as well as trained peer experts (Namie, et al., 2009). With these qualifications there can be several benefits to both bullies and victims in the workplace. Some of the benefits are as follows: * Prevention of continued abuse. * Support for victims and co-workers. * Increase in productivity. * The potential for coaching and therapy of perpetrators. * Conflict-resolution of ongoing minor conflicts (Namie, et al., 2009). * Anticipatory planning for future bullying attempts. * Opportunity for reflection and review of abusive behavior on the part of the perpetrator. * Increased communication among staff (College of Nurses of Ontario, 2009).
There will be both benefits and risks when attempting to solve a long-time problem that has not always been somewhat “brushed under the carpet” by employers and supervisors. Risks for the bullied individual may include feeling angry, powerless, depressed, intimidated, and frightened about exposing the perpetrator (Al-Daraji,