Have You Ever Had to Overcome Bullying?

October is National Bullying Prevention Month, and at Johns Hopkins the Office of Workforce Diversity and Safe at Hopkins aims to help stop workplace bullying by helping employees identify bullying in its many forms - physical, mental and emotional. Have you ever encountered bullying? Share your story and how you overcame your situation, or helped someone else to overcome bullying.

For more about bullying and other disruptive behaviors, visit the Office of Workforce Diversity's page on Bullying and Other Disruptive Behaviors or visit Safe at Hopkins for more information on mild, moderate and severe bullying in the workplace. You can also visit the Safe at Hopkins resources page to download brochures on how to help identify and prevent disruptive behaviors, like bullying, at work.

To report a disruptive behavior issue, you can email safeathopkins@jhmi.edu

 

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Bonnie C November 3, 2014 at 10:01 am

My former supervisor was a bully (others called it micro-managing). Nothing I did was quite good enough, and she needed strict control over everything. If I took too long with a task, she would demean me by insisting she could do it faster and better. She insisted I take my lunch break at a specific time, but then would berate me if I walked away from a task before it was complete. Perhaps supervisors need to be screened better (or given better training) before they're given such control over others.

I ended up leaving a position I had held and loved for many years, simply because of a change in management. While my current position appears secure, and I'm not subjected to such abuse, I don't find the same level of satisfaction in this job as I did before getting the supervisor from Hades.

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Lisa Otterstrom November 3, 2014 at 5:38 am

Thank you for asking this important question.
I work with a person who exhibits behaviors ranging from rudeness to out right anger management issues. She can be very intimidating, rude, sarcastic and belittling to colleagues and other hospital staff for over 10 years. I have often had patients and their families and even Doctors request that she not be taking care of them (or their patients) again.
Her " bullying" behavior disappears for the most part when she interacts with her supervisors and physicians.
I have spoken to her about her behavior, provided honest written and verbal peer evaluations multiple times to our supervisors, all the way up the chain of command, but she continuous to be work in our department. I witnessed a series of " blow-ups" on the phone at the nursing station pre-JCACHO, where everyone around her could over hear her demeaning conversation to the receiving end hospital employee on the line as well as a similar public outburst on one of our new staff members who had omitted a step in the patient admission process.However,the peer mentor of the person she publicly humiliated, stood up and immediately asked to speak with her privately. It was the first time I had ever seen someone else ask to speak to her about her behavior. They stepped into an adjoining room where I was in process of doing a MR Audit. She acknowledged that she lost her temper and realized how dysfunctional and toxic her bullying responses are to the patient care environment.
Unfortunately, many of these same bullying techniques and behaviors exists in our past and current nursing management team and has been condoned by Hospital management.In the last 5 months we lost over 15 employees, 12 of those specialty trained RN's.
If we as a hospital organization want to be budget wise and move towards Magnet Status, it is imperative that all staff are shown appreciation and that RN's are treated as the professionals that they are. Participatory management is key and listening to and working collaboratively with staff equals patient, family and staff satisfaction and retention.

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