title: Contributors to perceived bullying behaviours in the workplace: A managerial perspective

authors: Deacon, Nicola

subjects: Workplace Bullying

abstract: Managers are frequently cited as the perpetrators of workplace bullying, however it has been the recipient perspective which has informed much of the current descriptions of workplace bullying, the perceived use of bullying behaviours and the design of interventions to reduce bullying. It is important to consider the perspective of those who might use these behaviours because if their perspective differs substantially from the recipient perspective, then current interventions may not be optimal. This research examined the use of workplace bullying behaviours from a managerial perspective, using the 22 behaviours of the Negative Acts Questionnaire (NAQ) as its starting point. 
The research was conducted in three parts. Study 1 utilised an online survey with 102 New Zealand managers. Results from Study 1 showed that some behaviours were more commonly reported than others and the behaviours could be divided into two groups. Group A consisted of nine behaviours which were reported most often by respondents and were also perceived as having work related reasons for use. Group B consisted of 13 behaviours which fewer respondents had engaged in or believed might have work related reasons for use. 
Study 2 consisted of interviews with 31 New Zealand managers and focussed on the use of the Group A behaviours. Study 2 produced several findings. Different behaviours were likely to have different precipitating circumstances, and the management of unsatisfactory performance was a major reason why managers reported the use of these behaviours with subordinates. Participants described the acceptable versus unacceptable use of the behaviours differently to that reported in the literature on workplace bullying. The quality of the relationship between the managers and their subordinates (assessed using the LMX measure) did not appear to be an influencing factor in the use of a negative behaviour but did appear to suffer as a result of the use of the behaviour.
Study 3 consisted of interviews with eight senior managers and focussed on their ‘organisational perception’ of the reasons given by managers in Study 2 and the context of the situations and actions taken when they felt uncomfortable with the use of a behaviour by a manager. Study 3 results indicated that the use of the Group A behaviours was deemed reasonable if used within appropriate circumstances. The context of the situation was important in the choice of intervention and coaching was a common intervention choice.
The findings have multiple practical and theoretical implications. The difference in description between acceptable and unacceptable use of the behaviours has implications for the assessment of workplace bullying. The differentiation between the Group A and B behaviours also has multiple implications for recipients, managers, organisational representatives and HR policy, especially with regard to interventions and organisational responses. 
A key strength of this research is that it provides a managerial perspective of the use of bullying behaviours in the workplace. Limitations of the research and implications for further research are discussed.

text: Contributors to perceived bullying behaviours in the workplace: A managerial perspective Managers are frequently cited as the perpetrators of workplace bullying, however it has been the recipient perspective which has informed much of the current descriptions of workplace bullying, the perceived use of bullying behaviours and the design of interventions to reduce bullying. It is important to consider the perspective of those who might use these behaviours because if their perspective differs substantially from the recipient perspective, then current interventions may not be optimal. This research examined the use of workplace bullying behaviours from a managerial perspective, using the 22 behaviours of the Negative Acts Questionnaire (NAQ) as its starting point. 
The research was conducted in three parts. Study 1 utilised an online survey with 102 New Zealand managers. Results from Study 1 showed that some behaviours were more commonly reported than others and the behaviours could be divided into two groups. Group A consisted of nine behaviours which were reported most often by respondents and were also perceived as having work related reasons for use. Group B consisted of 13 behaviours which fewer respondents had engaged in or believed might have work related reasons for use. 
Study 2 consisted of interviews with 31 New Zealand managers and focussed on the use of the Group A behaviours. Study 2 produced several findings. Different behaviours were likely to have different precipitating circumstances, and the management of unsatisfactory performance was a major reason why managers reported the use of these behaviours with subordinates. Participants described the acceptable versus unacceptable use of the behaviours differently to that reported in the literature on workplace bullying. The quality of the relationship between the managers and their subordinates (assessed using the LMX measure) did not appear to be an influencing factor in the use of a negative behaviour but did appear to suffer as a result of the use of the behaviour.
Study 3 consisted of interviews with eight senior managers and focussed on their ‘organisational perception’ of the reasons given by managers in Study 2 and the context of the situations and actions taken when they felt uncomfortable with the use of a behaviour by a manager. Study 3 results indicated that the use of the Group A behaviours was deemed reasonable if used within appropriate circumstances. The context of the situation was important in the choice of intervention and coaching was a common intervention choice.
The findings have multiple practical and theoretical implications. The difference in description between acceptable and unacceptable use of the behaviours has implications for the assessment of workplace bullying. The differentiation between the Group A and B behaviours also has multiple implications for recipients, managers, organisational representatives and HR policy, especially with regard to interventions and organisational responses. 
A key strength of this research is that it provides a managerial perspective of the use of bullying behaviours in the workplace. Limitations of the research and implications for further research are discussed.

year: 2014

title: Youth and Climate Change in Samoa

authors: Senara, Pati Orana

subjects: Youth

abstract: Climate change is a major issue for Samoa and the other Pacific island countries. Samoa’s Prime Minister Tuilaepa Sailele Malielegaoi has identified climate change as the government’s main challenge following his successful re-election in 2016. Many studies and research projects have addressed the significance of building adaptation strategies towards climate change in the Pacific. However, very few academics have paid attention and effort to include young people specifically in the fight against climate change. Young people often face great barriers in getting their voices heard. This is no different for the youth of Samoa given their social structure and their cultural tradition of respect. As Samoa continues to experience increasing environmental degradation and climatic changes, affecting its social and economic development, a sustainable collective approach from all groups of people including the youth can be crucial. This paper presents an outcome of a study to investigate if the youth of Samoa are active in the climate change projects being implemented in their local villages. 
The study was based on a particular climate change project called the Integration of Climate Change Risks and Resilience into Forestry Management in Samoa (ICCRIFS). The main focus was to examine if the youths of the project site villages were involved during the project. Particular interest was paid towards the discourses that may have prevented them from participating in voicing their concerns. A qualitative approach was central to the discussions from the youth focus groups, as their responses and perceptions were analysed.
The results highlighted the poor level of participation and understanding of the youths about climate change and the ICCRIFS project in their local villages. It revealed a downside of the communication process used between the ministry and the village, as well as the relationship between the local chiefs leading the project and the village youths. The findings also revealed how the youth are exposed to the cultural barriers which have influenced the way they understand and treated the ICCRIFS project. These findings concluded that the project needs a better medium of communication to enhance contact and improve interaction from both sides. The analysis of the youth participants painted the need for someone responsible and committed to lead the project. This will need to be someone who can become a good role model to motivate and encourage everyone in their local communities to work and participate. 
Hopefully this research paper will provide an opportunity to guide and improve the framework for the overall sustainability of adaptation programs in Samoa. More importantly, I hope this paper will provide a pathway for the youths of Samoa to develop a sense of passion and responsibility to participate and contribute to the various climate change programs being implemented in the local villages.

text: Youth and Climate Change in Samoa Climate change is a major issue for Samoa and the other Pacific island countries. Samoa’s Prime Minister Tuilaepa Sailele Malielegaoi has identified climate change as the government’s main challenge following his successful re-election in 2016. Many studies and research projects have addressed the significance of building adaptation strategies towards climate change in the Pacific. However, very few academics have paid attention and effort to include young people specifically in the fight against climate change. Young people often face great barriers in getting their voices heard. This is no different for the youth of Samoa given their social structure and their cultural tradition of respect. As Samoa continues to experience increasing environmental degradation and climatic changes, affecting its social and economic development, a sustainable collective approach from all groups of people including the youth can be crucial. This paper presents an outcome of a study to investigate if the youth of Samoa are active in the climate change projects being implemented in their local villages. 
The study was based on a particular climate change project called the Integration of Climate Change Risks and Resilience into Forestry Management in Samoa (ICCRIFS). The main focus was to examine if the youths of the project site villages were involved during the project. Particular interest was paid towards the discourses that may have prevented them from participating in voicing their concerns. A qualitative approach was central to the discussions from the youth focus groups, as their responses and perceptions were analysed.
The results highlighted the poor level of participation and understanding of the youths about climate change and the ICCRIFS project in their local villages. It revealed a downside of the communication process used between the ministry and the village, as well as the relationship between the local chiefs leading the project and the village youths. The findings also revealed how the youth are exposed to the cultural barriers which have influenced the way they understand and treated the ICCRIFS project. These findings concluded that the project needs a better medium of communication to enhance contact and improve interaction from both sides. The analysis of the youth participants painted the need for someone responsible and committed to lead the project. This will need to be someone who can become a good role model to motivate and encourage everyone in their local communities to work and participate. 
Hopefully this research paper will provide an opportunity to guide and improve the framework for the overall sustainability of adaptation programs in Samoa. More importantly, I hope this paper will provide a pathway for the youths of Samoa to develop a sense of passion and responsibility to participate and contribute to the various climate change programs being implemented in the local villages.

year: 2016

title: Maori and epilepsy: Personal perceptions of the cause, treatment and consequences of epilepsy by Maori in the Bay of Plenty

authors: Simonsen, Kiri

subjects: Maori

abstract: This paper discusses the perceptions of epilepsy held by Maori in the Bay of Plenty. The paper
begins by introducing the purpose and rationale of the research. It then moves on to describe the
aims and qualitative research methods that were used to collect the data. Finally the paper
discusses the findings of the research, this includes: a close look at the unique perceptions of
epilepsy that were reported by Maori in the Bay of Plenty; the lack of resources and services
available in a small rural town of the Bay of Plenty; the services desired by Maori; attitudes
towards medication and the inappropriate behaviour many of the participants experienced by the
medical profession.

text: Maori and epilepsy: Personal perceptions of the cause, treatment and consequences of epilepsy by Maori in the Bay of Plenty This paper discusses the perceptions of epilepsy held by Maori in the Bay of Plenty. The paper
begins by introducing the purpose and rationale of the research. It then moves on to describe the
aims and qualitative research methods that were used to collect the data. Finally the paper
discusses the findings of the research, this includes: a close look at the unique perceptions of
epilepsy that were reported by Maori in the Bay of Plenty; the lack of resources and services
available in a small rural town of the Bay of Plenty; the services desired by Maori; attitudes
towards medication and the inappropriate behaviour many of the participants experienced by the
medical profession.

year: 1999