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Battle of Ideas: Picking on the Apprentice

The Institute of Ideas

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Bio

Sharon Bolton - Sharon Bolton is a Professor of Organisational Analysis at Strathclyde University Business School, Glasgow. Her research interests include emotion in organisations, public sector management, nursing and teaching, gender and the professions, dignity in and at work, the human in human resource management. Bolton is currently working on comparative research on dignity at work in Europe, with a focus on Greece and the UK and also gender and knowledge transfer.

Richard Donkin - Richard Donkin is an international author, speaker and commentator on work and management. For the past 14 years he was employment and recruitment columnist for the Financial Times. Donkin joined the FT in 1987 from the Yorkshire Post after he had been named Provincial Journalist of the Year in the British Press Awards. Donkin won awards for financial investigative journalism during his FT career. His book, Blood, Sweat and Tears, The Evolution of Work, was published in the UK and US in 2001. Today Donkin is pursuing an independent writing and consulting career with regular columns and articles in various publications.

Para Mullan - Para Mullan has fifteen years of experience in human resource management and is a Fellow Member of the Chartered Institute of Personnel. Mullan is Development Operations Director at cScape Strategic Internet Services Ltd; a digital agency that provides online services for clients like Barclays and Sony. As operations director, Mullan oversees the running of the production units within the company and works with the HR Manager to ensure that employee's skills are aligned with the company objectives.

Hilary Salt - Hilary Salt is a qualified actuary and the Actuarial Director of First Actuarial plc, running the Manchester office. She is also chair of the Manchester Salon.

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Audio (mp3)
33 MB 8 min
Video (mp4)
168 MB 41 min

Chapters

: Watch Full Program

58 min 28 sec

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01.: Introduction

02 min 54 sec

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02.: Speaker Introductions

02 min 01 sec

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03.: Bolton on What we Mean by Bullying

03 min 18 sec

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04.: Bullying as an Epidemic

04 min 47 sec

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05.: Donkin: Bullying in Workplace Reflected in Wider Society

06 min 16 sec

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06.: Mullan: Definition of Bullying Much too Broad

05 min 31 sec

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07.: Questions Round 1

11 min 12 sec

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08.: Dolton Response: Individually Competitive Workplaces

02 min 47 sec

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09.: Donkin Response: Trusting Coworkers

02 min 50 sec

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10.: Mullan Response: Personalized Society

02 min 02 sec

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11.: Questions Round 2

09 min 40 sec

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12.: Bolton Final Notes

00 min 56 sec

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13.: Donkin Final Notes

02 min 34 sec

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14.: Mullan Final Notes

01 min 28 sec

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: Watch Full Program

58 min 28 sec

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FORA.tv Editors bring you The Big Ideas:

You are the Weakest Link: Bullying in a Vote-Off Society

02 min 36 sec

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Para Mullan on Bullying in the Workplace

04 min 31 sec

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Watch Full Program

58 min 28 sec

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Partner:: Institute of Ideas
Location:: Institute of Ideas
London, U.K.
Event Date:: 11.02.08
Speakers:: Sharon Bolton,; Richard Donkin,; Para Mullan,; Hilary Salt

Summary: A recent Samaritans survey claimed 80% of employees have been bullied at work. Bullying is said to contribute to stress at work, and anti-bullying initiative Dignity at Work estimates it cost UK organisations £13.75 billion in 2007.

Mobiles and Blackberries have apparently led to 'cyber bullying', making it impossible to escape abusive colleagues. Has bullying reached epidemic proportions, or is it the definition that is out of control?

Being bullied can now mean everything from being the subject of gossip to having comments ignored or receiving unpleasant emails. When what was once accepted as the normal workplace grind is recast like this, it is not surprising that bullying seems on the rise. Managers only need to set ‘unreasonable deadlines’ or firmly tell someone off, à la Sir Alan Sugar on The Apprentice, to be branded bullies.

Concern about bullying has led to new policies designed to protect employees, and training courses in managing ‘sensitive situations’. Is this a much-needed response to a growing problem, or have we gone soft? Do HR professionals and the unions exaggerate our vulnerability?

Are we no longer capable of resolving unpleasant situations with the informal help of friends and colleagues, and if not, why not? - Institute of Ideas