“It’s Not Us, It’s You!”: Extending Managerial Control through Coercion and Internalisation in the Context of Workplace Bullying amongst Nurses in Ireland
Abstract
:1. Introduction
2. Coercive and Internalized Forms of Managerial Control
Worker Responses to Managerial Control and Bullying
3. Methodology
3.1. Measures
3.2. Analysis
4. Results
4.1. Coercion and Sequestering
There is a terrible culture of bullying in my workplace. Unfortunately it comes from the top down.
It is my opinion that bullies are often in a position of power within the organisation and are protected by senior managers within the system.
The bully gets a promotion, the nurse isn’t believed, and management supports the manager [who was the alleged bully].
A person complained and expected promotion was passed over and she was isolated by the CNM3. (CNM3 is a grade of middle management)
The complainant was put on leave and disciplinary action taken against them.
The victim is further victimised by frequent transfers to other wards and they end up with a bad reputation.
After I reported the problem I was told that my career would go no further.
Not dealt with properly, I am leaving the bully is staying without any corrective action taken.
No investigation was carried out in my case, discriminated against. I was attacked and punished for complaining about bullying. I was forced out of my job.
I have been to the highest level I can go of senior management-director level, and no action was taken and now I only feel more isolated. It is a terrible feeling every day, to have to go into a place where no one will listen or act on bullying. It effects all aspects of my life and I feel that I am powerless as I’m not in a position to be unemployed as I need the money.
The bully never seems to be dealt with quickly and as more time goes by the situation is made to look trivial.
I have submitted a letter of complaint regarding an incident of bullying to the director of nursing and have never received a reply or an invitation to come and talk to her-I am disgusted.
4.2. Reframing of Complaints: ‘It’s Not Us It’s You’
I expressed concerns re accountability and morality to comply with best practice and I was subjected to humiliation and told that it was ‘me’ that was unable to cope despite the fact that I love my work and work really methodically and hard.
I was made feel as though I was causing trouble by complaining.
I ended up being assessed as a nurse (as a result of lodging a formal complaint against bullying).
The person was made feel that they weren’t up to the job though they were so the baddies won out in the end as the victim was moved on.
It (the response by management) was worse than the bullying. The threats, denials, try and blame the victim and turn the tables.
[The Director of Nursing] is quite reactive if we express difficulties and humiliates nurses by telling them that it is their lack of coping skills is the problem. She has stated that she does not want to hear if nurses are busy and also that there is no reason why nurses cannot get their work load done in the days’ timeframe.
The management are aware of this (respondent out sick because of alleged bullying) but somehow blame it on you i.e., if you’re out sick your colleagues suffer with a heavy workload.
4.3. Outcomes: Internalisation of Management Actions and Reluctance to Resist
[I would not be comfortable reporting bullying/taking action in my workplace because] the repercussions are terrible.
Bullying is very hard to deal with. Reporting it in my organisation is a no go. The victim ends up been further bullied. It can affect your health and general happiness in life. When it eases off you and one of your colleagues are of the receiving end well you are relieved. Angry that it is still continuing and a pure feeling of helplessness.
Fear of future implications this may have-e.g., not getting a promotion etc. (if I make a complaint)
I have seen other colleagues report bullying but nothing is done about it. The bully still bullies usually because they are senior and can get away with it.
When one is bullied very little gets done ‘at top’. I don’t know why. Therefore the bully remains and continues to bully.
4.4. Effectiveness of Coercive Stigmatising as a Control Mechanism
[I would not be comfortable reporting bullying/taking action because] the story gets twisted. It usually reflects back to being unable for the job.
Impression given to staff that complainant can’t cope.
When the complaints have been made, the nurse on the floor was made feel like she was the one causing the problem.
The person was made feel that they weren’t up to the job though they were so the baddies won
These complaints are generally ignored or not taken seriously and you get labelled as a trouble maker, then you get forced out of the area you’re in.
The complainant is generally made to feel like a trouble maker, then nothing is done so why bother?
That person is singled out. “watch her”, “oh, she’s trouble”.
(I would not be comfortable reporting bullying/taking action because) one is seen as a troublemaker.
You are seen as a trouble maker and told none of your colleagues have issues like you do.
[I would not be comfortable reporting bullying/taking action because] the story gets twisted. It usually reflects back to being unable for the job.
When the complaints have been made, the nurse on the floor was made feel like she was the one causing the problem.
You are made feel inadequate.
At a recent meeting with staff and management staff complained of low morale in hospital. We were told “it wasn’t low morale, it was low self-esteem”. Believe me, it was low morale due to the bullying techniques of management, but no one there had the courage to say so.
I questioned myself in every aspect of my life.
My confidence in myself as a nurse has been negatively affected. It makes me feel like there’s something wrong with me.
It erodes peoples self-confidence and interferes with a persons ability to work i.e., they start to question their own knowledge and capability when dealing with other staff/patients.
I can say that it has had a horrible on my self-confidence etc. I feel that I am not able for the job now.
5. Discussion
6. Conclusions
Author Contributions
Funding
Institutional Review Board Statement
Informed Consent Statement
Data Availability Statement
Conflicts of Interest
References
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McMahon, J.; O’Sullivan, M.; MacCurtain, S.; Murphy, C.; Ryan, L. “It’s Not Us, It’s You!”: Extending Managerial Control through Coercion and Internalisation in the Context of Workplace Bullying amongst Nurses in Ireland. Societies 2021, 11, 55. https://doi.org/10.3390/soc11020055
McMahon J, O’Sullivan M, MacCurtain S, Murphy C, Ryan L. “It’s Not Us, It’s You!”: Extending Managerial Control through Coercion and Internalisation in the Context of Workplace Bullying amongst Nurses in Ireland. Societies. 2021; 11(2):55. https://doi.org/10.3390/soc11020055
Chicago/Turabian StyleMcMahon, Juliet, Michelle O’Sullivan, Sarah MacCurtain, Caroline Murphy, and Lorraine Ryan. 2021. "“It’s Not Us, It’s You!”: Extending Managerial Control through Coercion and Internalisation in the Context of Workplace Bullying amongst Nurses in Ireland" Societies 11, no. 2: 55. https://doi.org/10.3390/soc11020055