ETHICS OF WORK PLACE BULLYING

Ethics Resources 1.NASW Code of Ethics 2. Statues, State Laws or Regulations for Social Work Practice 3. Federal Regulations and Insurance (HIPPA) 4. Our place of work policy and procedures. 5. Ethical misconduct, professional malpractice, and liability

Areas of practices that might intersect with ethics, but are not so clearly defined include: Boundary issues: with colleagues, co-workers, and clients Ethical dilemmas inherent in SW practice we meet on a daily basis Consultations Supervision

10 crucial qualities of high-character employees from Bruce Weinstein’s book The Good Ones: Ten Crucial qualities of High-Character Employees. Accountability Humility Care Loyalty Courage Patience Fairness Presence Honesty Gratitude

Weinstein also poses 5 principle of Ethical Intelligences Will this cause harm? Will this make things better? Will this respect others? Is this fair? Is this caring?

How High-Character People Benefit the Companies They Work For: Make coming to work a more agreeable experience for everyone, which is good for employee morale. Contribute significantly to the organization's financial health by being highly productive and developing strong relationships with clients. Tend to be loyal to their employers. Advance the company's mission of enhancing people's lives. Reflect well on the company, which is valuable for its own sake and also promotes positive word of mouth.

3 Obstacles to doing the right thing include: Fear Focus on the short term solution Foul mood

Summary Recognizing bullying in the work place is characterized by behavior that: Harms Intimidates Offends Degrades Humiliates an employee when one on one, in front of other employees, or customers by management, supervisors, or co-workers.

Colleague, supervisor, and management behavior can be bullying or harassing. Both include repeated negative behaviors mentioned above.

Ethical implications for ignoring  Poor morale  Decreased productivity  Increased stress  Increased time off due to illness symptoms from stress  Staff turnover  Creates the potential for legal risk and liability

Strategies For Addressing Bullying  Be consistent  Hold people accountable  Treat people the way you expect to be treated  Focus on the situation and not the person

 Be fair and equitable to all  Keep your patience and hold your tongue  Look for the best in the other person and reinforce it (praise)  Remember that perceptions are different and listen to the other’s point of view  Never negotiate with a bully, state what is expected for an outcome