Showing posts with label acknowledge bullying. Show all posts
Showing posts with label acknowledge bullying. Show all posts

Wednesday, March 26, 2014

Bullying: Not Always in School and the Importance of Detection



On this blog I will continue my discussion of the academic journal article “Bullying in School: An Overview of Types, Effects, Family Characteristics, and Intervention Strategies”, by Paul R. Smokowski and Kelly Holland Kopasz. During this occasion I will focus on where bullying tends to occur and four types of bullies as described by Paul R. Smokowski and Kelly Holland Kopasz.
According to the academic journal article, “the majority of bullying incidents occur in or close to school.” However, studies have had difficulty trying to pinpoint the specific age group in which bullying is most prevalent. A common tendency noted by the article is that bullying tends to occur where adult supervision is minimal and insufficient. As a result, the article describes “[school] playgrounds and hallways [as] two of the most common sites for [bullying, in the form of student] altercations.”
As I have conducted my investigation on bullying, a common feature I have noticed within texts about bullying, even among articles written by “bullying experts”, is the tendency to associate bullying with schools and children. Although, schools may be the setting in which most bullying occurs, and children may be the individuals most often involved with bullying, it is not always necessarily the case. As discussed within a previous blog, bullying can also occur among adults within the workplace. Bullying is neither age nor setting specific. In addition, although it may be that bullying occurs where there is least adult supervision, I would specify that bullying occurs where adult supervision is negligent. As previously discussed, some researchers have noted a tendency towards the normalization of bullying, in which adults dismiss bullying as normal.
As previously stated the journal article identifies four different types of bullies: physical bullies, verbal bullies, relational bullies, and reactive bullies. Physical bullies are described as bullies that are “action-oriented and use direct bullying behaviors, such as biting and kicking.” With the passage of time, physical bullies become increasingly aggressive and may continue to display bullying behaviors into adulthood. The journal article notes that physical bullies are the easiest type of bullies to identify. Verbal bullies are described as bullies that “use words to hurt or humiliate their victims.” The journal article states that verbal bullies are often difficult to detect and intervene. However, despite not leaving any visible scars, verbal bullies can still cause devastating effects. Relational bullies are described as bullies that “convince their peers to exclude certain [individuals].” According to the journal article, relational bullies cause damage to other individuals by leading them towards feelings of rejection. Reactive bullies are described as “impulsive [bullies, usually] taunting others into fighting them.” The journal article notes that reactive bullies will fight others, but then claim self-defense. As a result, reactive bullies can be the most difficult to identify.
            An interesting feature I noticed about bullying is that most forms of bullying are not physical. As a result, most forms of bullying are not actually visible. However, as noted within the article, just because a form of bullying is not visible, it does not mean that its effects are less devastating or detrimental. Quite on the contrary, it means that many forms of bullying often go undetected and are hurting individuals “under the radar.” Investigators and researchers need to keep this in mind when trying to design and implement effective anti-bullying strategies. Perhaps more emphasis should be placed on developing more effective detection strategies. An alternative would be to provide bullying victims with encouragement and incentives for reaching out for help. Anti-bullying strategies can never be successfully implemented, if the bullying is never detected.

Tuesday, March 11, 2014

Anti-Bullying Policies Within the Workplace


In this blog I will discuss the article titled “Bullying in the Office: Why You Need a Policy”, which appeared on “BusinessNewsDaily.com” According to the article, unlike schools, “very few [workplace companies] actually have a clearly defined policy for reporting and dealing with bullying.” Jennette Pokorny, Chief Operating Officer of a human resource provider, defines workplace bullying as “any words or actions that […] make an employee feel uncomfortable, threatened, or intimidated, [… such as] threats of violence or blackmail, hazing of new employees, or [the] spreading of rumors.”  The article highlights that workplace bullying is a problem that is often overlooked because “leaders take a hands-off approach”. In fact, some workplace leaders feel that “employees should work out their issues with one another on their own time, since they are adults.” However, the article notes that ignoring the issue of workplace bullying not only creates a legal and financial liability against the company/business, it also creates the possibility of the problem escalating into something bigger, including violent retaliations.
This article highlights and reinforces two observations I have made within previous blogs. One observation is the broadness of the bullying term, in regards to its definition and the number of people affected. The article does not provide a straightforward clear-cut definition of bullying. Instead, the article lists various activities that may fall under bullying. Perhaps the pure arbitrariness of the definition of bullying is a factor that has led some people to fail to recognize bullying as a problem and has thus led bullying to be normalized. In addition, as can be seen within this article and contrary to popular assumption, bullying also affects adults. The second observation hints towards and seems to support a statement I made within a previous blog in which I stated that bullying is a “gate way” form of violence which leads to other forms of violence.
In order to guide employers the article offers three tips to help workplace leaders create adequate anti-bullying policies which include:
1.      “Clearly define bullying and its consequences. [… ] The employee handbook should […] include a detailed list of what actions constitute bullying in the workplace […] and what disciplinary actions will be taken if bullying occurs. In my opinion, this is an adequate 1st step to make against bullying because it makes the consequences of committing bullying concrete. However, I think it will be equally important for leaders to ensure that companies implement their bullying policies. It may be that certain companies have anti-bullying prices, but fail to adequately use them.
2.      “Get everything in writing. […] Request written statements from both the victim and the accused bully, as well as any witnesses. […] Written documentation about the event can protect your company from liability or wrongful termination charges.” In the long run, this tip can prove to be beneficial, especially to bullies. For example, during a rehab program bullies may be asked to review their previous bullying action. Perhaps the aforementioned review will help deter future bullying actions.
3.      “Encourage immediate reporting. Make sure […] employees know who they can approach to report a case of bullying, and encourage workers to speak up as soon as possible.” Overall, I believe this is the most beneficial and productive anti-bullying tip because it encompasses the problems I have found and identified within bullying. This tip does not only advocate the recognition of bullying as a problem, it also advocates action. As previously stated, it may be the case that certain settings do have anti-bullying policies and people who recognize bullying actions. However it is important to keep in mind that if these people fail to act it renders the aforementioned anti-bullying policies as useless.

Monday, February 10, 2014

Acknowledging Bullying As a Problem



During this blog I will finish discussing research findings found within the academic journal article, “The causes and nature of bullying and social exclusion in schools” by Maria el Mar Badia Martin. First I will discuss a potential reason why new cases of school bullying keep emerging. Afterwards, I will discuss some elements that need to be addressed before schools can confront the issue of school bullying.
1)   The text notes that “despite [the] apparently high rates of victimization and the potential influence of [sibling bullying] experiences on peer relationships, sibling bullying has been relatively ignored [within] literature, perhaps because it is so common.” In my opinion this claim is very significant in understanding, and partially explaining, why new cases of school bullying keep emerging. One of the best ways to stop a problem is to prevent the problem from ever developing and occurring. However, as the text notes, this is not what has been happening with sibling bullying, which has been linked to school bullying. Instead, sibling bullying, a potential precursor to school bullying, has been mostly ignored and normalized by the general public. In addition, many scholars, investigators, and researchers have failed to conduct additional studies that investigate the correlations that may exist between sibling bullying and school bullying.
2)  Before schools can confront the issue of school bullying, some elements need to be addressed. According to the text,  research has shown that bullying occurs in all schools. However, before school bullying is confronted, it must be acknowledged as a possible problem. In other words, schools must acknowledge that they are not fault free and must be willing to accept the fact that bullying is a problem, or at least a potential problem, within their school system. A problem cannot and will not be solved, if it is not acknowledged first. In addition, research has shown that although “high profile [anti-school bullying] campaigns at national, local, or school level are useful ways of initiating action, on their own they do little or nothing to help [decrease the amount of bullying that occurs within schools]”. As a result, when trying to design a plan for diminishing school bullying it is important to keep in mind that although high profile anti-bullying campaigns may be useful in attracting attention and awareness to school bullying as a problem, they are not solutions. In fact, there is no "single-solution" or "one-size-fits-all solution" that can be applied to rid all schools of school bullying. Instead, each school must individually find out what strategies and actions will work best within its own school system.