Not every workplace can be a well-oiled machine, and we are all bound to come across "challengers" at some point in our careers, whether it be rude customers or colleagues that we just don't seem to get along with."Bullying" can still occur in the workplace, when someone takes that extra step beyond exerting their authority, and unless your service is 100% perfect 100% of the time, the "unhappy customer" will no doubt make an appearance. As an employee, not abiding by codes of conduct or company practices can also be viewed as challenging behaviour, such as continuous lateness, bad language or lack of professionalism with clients. More serious issues that can occur include racism, sexism and other forms of harassment that could be displayed by any one at any time whether intentional or not.
Below is a guide to bullying and harassment in the work place, from the gov.uk website:
Bullying and harassment is behaviour that makes someone feel
intimidated or offended - harassment is unlawful under the Equality Act
2010.
Examples of bullying or harassing behaviour could include:
- spreading malicious rumours
- unfair treatment
- picking on someone
- regularly undermining a competent worker
- denying someone’s training or promotion opportunities
- face-to-face
- by letter
- by email
- by phone
The law
Bullying itself isn’t against the law, but harassment is. This is when the unwanted behaviour is related to one of the following:- age
- sex
- disability
- gender (including gender reassignment)
- marriage and civil partnership
- pregnancy and maternity
- race
- religion or belief
- sexual orientation
What employees should do if they’re bullied or harassed
Employees should see if they can sort out the problem informally first. If they can’t, they should talk to their:- manager
- human resources (HR) department
- trade union representative
Employers’ responsibilities
Employers are responsible for preventing bullying and harassment - they’re liable for any harassment suffered by their employees.Having anti-bullying and harassment policies can help prevent problems. Acas has produced a booklet for employers, including advice on setting up a policy as well as how to recognise, deal with and prevent bullying and harassment.
(reference: https://www.gov.uk/workplace-bullying-and-harassment)
With regard to these issues, it is important to know what action to take if you witness them taking place and/or are a victim of it. Depending on the structure of the company, there could be a designated person whose role focuses on office relations and issues, such as a HR Manager, or if there is no HR department available, a more senior member of staff such as a line manager, director or MD. There are also third party organisations available that can give advice such as Acas (Advisory, Conciliation and Arbitration Service) helpline, though attempting to settle the disputes through office procedures first is encouraged.
All of the issues outlined above regarding challenging behaviours and conduct will have some impact on the workplace. If it involves disputes between colleagues, it causes stress for those involved as well as indirectly effecting anyone else in the work place due to a poor working environment, and could therefore hinder the workplace efficiency. If it involves clients/customers, the company's reputation could also be affected.
