title: Responsibility of a frontline manager regarding staff bullying.
abstract: Canadian frontline nursing managers are observing an increase in the reporting of workplace bullying as more nurses become aware of their employers' legal obligations to provide employees with a respectful workplace, per the Canada Human Rights Code, Canada Labor Code, and Canada Occupational Health and Safety Regulations. One problem with this reporting is that the victim's reports of bullying may become overshadowed by the bully's reports of victim incompetence, resulting in the victim experiencing further victimization. Bullies may report the victim (target) as inept, deficient in knowledge, or lacking ability. Fear of re-victimization plays a significant role in the victim's failure to report workplace bullying. It is important that managers focus on the bullying and not on the perceived character flaws described by the bully. The author begins by describing workplace bullying and reviewing the workplace bullying literature. She then presents and discusses a composite case study. To assist managers in discouraging bullying she shares supports for addressing bullying, specifically workplace policies, collective agreements, human resources departments, mediation, alternative dispute resolution, and arbitration, and concludes by reminding frontline managers of their important role in identifying bullying and understanding the victim's fears of further victimization.
authors.affiliation: University of Phoenix, AZ, USA. carolrocker@shaw.ca
authors.forename: Carol F
authors.initials: CF
authors.lastname: Rocker
mesh_terms: D058445:Bullying; D002170:Canada; D003098:Collective Bargaining; D034462:Dissent and Disputes; D006801:Humans; D017008:Negotiating; D009718:Nurse Administrators; D009740:Nursing Staff / Q000458:organization & administration* / Q000523:psychology; D019982:Organizational Case Studies; D016134:Organizational Policy; D010559:Personnel Management / Q000331:legislation & jurisprudence / Q000379:methods*