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The B&q Policy, Which Is Covered In The Induction Received By All Employees ...

The B&Q policy, which is covered in the induction received by all employees contains specific examples as to what would be considered bullying and states that actions that would be considered bullying are not limited to these examples. Cancer Research believed that using such examples may make it difficult to accuse someone of bullying if their actions were slightly different to the examples. Whilst all new volunteers receive an induction, the personnel policies are not covered in detail.
Both organisations have policies which state that incidents of bullying would be dealt with under the disciplinary procedure. However, they were relatively unaware of the full range of actions that could be considered as bullying and gave a limited number of examples of behaviours concentrating mainly on the more obvious ones.

When asked about the steps they take to prevent bullying, neither organisation referred to actions during recruitment. Both said they conducted staff surveys and would use normal channels of communication to raise awareness and allow the opportunity for people to raise issues. The B&Q approach was much more structured and proactive, utilising other strategies to highlight possible problems such as exit interviews and cases of actual or threatened legal action. The Cancer Research approach was much more reactive, relying on others to raise the issue.

The B&Q managers and supervisors were reported to have a large degree of training and support when dealing with issues such as bullying. The nature of the organisation means that each worksite has its own personnel representative who is on hand to coach and support managers and supervisors. Cancer Research has significantly less resources to be able to offer the same level of support to their managers and supervisors at each individual site central support is available but is under a large degree of work pressure to deal with every request for support. Again, the approach by Cancer Research can be described as being reactive rather than proactive. However, it was at this stage of the research that first mention was made of the difference between employees and volunteers and the Cancer Research representative was clear on the fact that they were under no obligation to utilise a disciplinary process. They also stated that it would often be in the best interests of both parties just to let someone go if there were issues around their actions.

Both representatives believed that a large degree of the responsibility for minimising occurrences of bullying lay with the individual when asked the question specifically. They both felt that it was an action by an individual and that the person must have made the decision to carry out the act themselves.

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