Not going to have the vx??? You are right It is a choice. But there is 'Bullying and harassment' here, so maybe it isn't the choice we thought it was. There should be created a culture of civility compassion and respect. FOR ALL. "I call for there to be created a culture of civility, compassion and respect to ensure that people are not bullied and harassed. Oh, I see, apparently there is. In the UK it is administered by the SPF. Social Parnetship forum. SOOOO, it IS recognised that bullying goes on the health industry as with any other industry. My point is that all the implications of health, when tied into this all pervasive nature and culture of bullying and harassment, means both vaguely and generally speaking, that it is on very shakey ground and not on the grounds of integrity that everyone 'believes' its foundation is based on". Michaela.

Groups are being forced by brainwashing, bullying and harrassment to voluntarily pop themselves down to the many many many pop up vx sites. Even if you don't go, and ignore the the constant texts and posters and newsstreams pumping out there, that you are the single factor that is preventing lifting the restrictions over your fellow citizens if you do not get the vx....you are still bullied and harrassed comstantly. And as we, normal peoples, have willingly become our own police and prison guards, policing everyone else's action (reflecting communism etc)...everyone, friends, neighbours and family rise against you and join in. 

Bullying and harrassment exists in the medical professions to enforce this belief, through their actions and by enforcing the vx, whether the medical practitioner believes it or not. They, like us members of the populations which can see that this is naked hostility is herd activity in line with the 'Emperor New Clothes' syndrome. Medical practitioners who have taken the oath to save lives are then forced to choose between  maintaining status within their profession i.e. not be shunned by colleagues or by higher ups in their hierarchy and stating they do not believe that vxs is the right course of action. 

So three world wide groups are being bullied and harrassed. 

1.All of humanity who is being targetted by the elitebusiness globals (I am not including here, the doctors or health practitioners who have put forward facts that Vxs range from being untested, questionable to downright dangerous and the beginning of introduction to insertion of gmo's by injection into the body. These medical practitioners belong to the second group.) 

This first group, the largest,  mainly don't know that they are being targeted, and are unconscious about what happens to them. They are Quite happy or maybe ambivalent, They mainly don't care about who is in charge of their health just as long as whoever is in charge takes care of the situation, and they themselves don't have to think. They accept the bullying and harassment as information, valid and life saving.

2. The medical practitioners who have had to 'go along with' the narrative such as putting cause of death on certificates as CV when that was not the case and pushing the vx in repititive manner as dictated by the narrative dictated by those at the top of the hierarchy, (top down Bullying). This includes the staff, the care givers in care homes and hospitals that witness things that go against their training and beliefs but cannot speak up about them.

3. People who do not want the vx, for what ever reason are under constant pressure by being bullied into accepting the narrative and this harassment goes on, and on, and on. Ignoring it is one thing but to have your reasons disregarded as a sovereign being is violation to your rights. 

One other point here is that there are so many different vxs, and many people when vxinated become very ill, and many people die. The stats are not being published so this danger is played down in mainstream news. The information in this age of Aquarius in its lowest aspect, is presenting only it's self  importance, similar to themes seen in Munchhausen by proxy, portraying people as being sick and therefore needing vxs, pretending to be altruistic but has narcissistic agenda and self importance. 

https://en.wikipedia.org/wiki/Factitious_disorder_imposed_on_another

 Factitious disorder imposed on another

From Wikipedia, the free encyclopedia

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Factitious disorder imposed on another (FDIA), also known as Munchausen syndrome by proxy (MSbP), is a condition in which a caregiver creates the appearance of health problems in another person, typically their child.^[6] This may include injuring the child or altering test samples.^[6] They then present the person as being sick or injured.^[5] The behaviour occurs without a specific benefit to the caregiver.^[5] Permanent injury or death of the child may occur as a result of the disorder.^[6]

https://www.healthline.com/health/munchausen-syndrome-by-proxy#warning-signs   

Please note, again that this bullying and harassment is from the top down, as well as between doctor and patient and between colleagues, friends and family.  Where, or what is the top? Well it is clear that it is not in the medical profession, but in the money making billionaires circle.  

Follow the money to see who is benefiting and whose self importance is forcing, enforcing and reinforcing the agenda. Michaela.

 

The media, which has enabled this global hostage crisis, is arguably the most consequential criminal enterprise in human history. As Rahm Emmanuel observed, “never let a good crisis go to waste.”

Gates and Fauci have demonstrated that by controlling the media, billionaires and their government cronies can prolong a crisis forever and accumulate unprecedented wealth and power over humanity.  

02/16/21

•

BIG PHARMA › VIEWS

Critics Must Be Silenced for Billionaires to Keep Profiting From Pandemic

By controlling the media, billionaires like Jeff Bezos and Bill Gates can prolong a crisis indefinitely while they accumulate unprecedented wealth and power over humanity. 

https://childrenshealthdefense.org/defender/billionaires-profiting-pandemic/?utm_source=salsa&eType=EmailBlastContent&eId=2b9af66c-cba0-4577-b22e-491d5cbe62b0.   Please watch the video in this link.

I call for there to be created a culture of civility, compassion and respect to ensure that people are not bullied and harrassed. Oh, I see, apparently there is one. in the UK it is administered by the SPF. SOOOO, it IS recognised that bullying goes on the health industry as with any other industry. My point is that all the implications of  health, when tied into this all pervasive nature and culture of bullying and harrassment,  means both vaguely and generally speaking, that it is on very shakey ground and not on the grounds of integrity that everyone 'believes' its foundation is based on. Michaela.

This was written in September 2020. I know this is presenting a picture of work-related bullying and harrassment, and that it exists in all work related situations. But the point here is that HOW CAN THE NORMALISED 'NATURE AND CULTURE' of bullying within the work place, and From the top down, ever foster a genuine integrity for its work and for the people, practitioners and patients, when the bigger picture here is all about ego's, accumulation of money, and distortion of truth. It is this grey area from which we have the results and outward actions that we see today.  

.Social partnership forum - creating a culture of civility, compassion & respect​. 

Creating a culture of civility, compassion & respect

https://www.socialpartnershipforum.org/priority-areas/creating-a-culture-of-civility,-compassion-respect/

The SPF’s collective call to action encourages employers and trade unions to work in partnership to create cultures of civility, compassion and respect in NHS workplaces. To support this work, the SPF is signposting relevant information, tools and resources. 

There is still much to do to improve workplace cultures. In the 2019 NHS Staff Survey, 12.3 per cent of staff who responded had experienced at least one incident of bullying, harassment or abuse in the last 12 months from managers and 19 per cent had experienced at least one incident of bullying, harassment or abuse in the last 12 months from other colleagues.

See our latest news web page to find out what's happening across the system to build positive workplace cultures.

(more on this below. 

But my point is that during the lockdown at a point in September 2020. there was enough bullying and harrassment witnessed and experienced by medical practitioners that they did complain. What their complaints wer

We cannot know, but a large part would be that their integrity as people who have taken on a role in the health profession

was severely compromised and downgraded to be minions in the perpetration of enacting and reenacting roles with thethe 'Emporer's New clothes' syndrome.  Michaela.)

 https://www.bma.org.uk/advice-and-support/discrimination-and-harassment/bullying-and-harassment/impact-of-bullying-and-harassment

 Updated: Monday 7 September 2020

Impact of bullying and harassment

Findings from a review of recent research on the impact of bullying and harassment in the workplace and the medical profession

What is the impact of bullying and harassment?

Bullying and harassment harms doctors and patients. The effects of bullying and harassment are wide-ranging. Research shows negative impacts on patient care and safety.

For example, a trainee who is bullied by a senior colleague is likely to avoid seeking help or clarification from them to avoid future incidents, which can compromise patient safety.

Researchers have also found an association between high employee engagement and high in-patient satisfaction and lower mortality rates. Employee engagement is dependent on there being a positive working environment in which staff feel valued and respected.

Trainee doctors who are bullied report lower overall satisfaction with their placements according to the GMC’s National Training Survey. Studies also show demotivation, loss of confidence, anxiety and self-doubt among doctors who experience bullying.

Bullying increases the risk of psychological distress and mental health problems among doctors. Women doctors who have experienced sexual harassment report that it has undermined their confidence in themselves as professionals and negatively affected their careers.

 https://www.socialpartnershipforum.org/priority-areas/creating-a-culture-of-civility,-compassion-respect/

The high cost of bullying for organisations

There are significant costs for organisations from bullying and harassment, mainly arising from higher turnover and increased sickness absence. Lower productivity, potential costs of litigation and compensation, and loss of public goodwill and reputational damage also need to be considered.

In recent years, there has been growing recognition of the role oforganisational culture in encouraging and permitting bullying, which explains why some workplaces have higher levels than others.

Among the factors identified as likely to lead to a bullying culture are: autocratic, target-driven management styles; poor job design; work intensification; and pressures arising from restructuring or organisational change, especially when radical and top-down.

NHS-based research has identified workload pressure and stress as contributory factors. Another factor that has been found to contribute to bullying in the medical profession is hierarchy. Both the hierarchical nature of the profession and workload pressure increase the likelihood of ‘silent bystanding’ – a failure of colleagues to speak out – which allows bullying behaviour to continue unchallenged.

 https://www.socialpartnershipforum.org/priority-areas/creating-a-culture-of-civility,-compassion-respect/

Formal anti-bullying policies and procedures may not workThere have been very few formal evaluations of current interventions to stop bullying and harassment in the NHS or other healthcare settings. However, a recent evidence-based review of interventions to address workplace bullying and harassment for ACAS, identified the limited effectiveness of the traditional approach of relying solely on formal anti-bullying policies and procedures.

The barriers to this succeeding include:

• placing the onus on the bullied individual to formally report the problem when surveys and research show an unwillingness to
• a reliance on formal complaints mechanisms prevents early resolution
• a reluctance to impose formal sanctions on ‘high value’ individuals
• a desire to avoid litigation or protracted formal proceedings which can result in pressure to find against the complainant or force
• them out.

 

Calls for a more comprehensive approach

There is a call for more comprehensive organisational approaches that focus on ensuring worker well-being and good workplace relations so that behaviours like bullying do not arise.

NHS Employers blog on pay progression, disciplinaries and the potential disproportionate impact on black and minority ethnic (BME) staff 

In an NHS Employers blog staff-side and management side co-chairs of the Equality, Diversity and Inclusion Group (part of the NHS Staff Council) share insights on the importance of partnership working to ensure that the new pay progression system is implemented equitably. The blog highlights guidance which includes recommendations on how to close the ethnicity gap in rates of disciplinary action across the NHS workforce. Working in partnership, the group considers risks and how to ensure staff are not unfairly held back from progressing. You can read the blog here.

Henrietta Hughes, NHS national guardian, in an interview with Healthcare Manager highlighted a link between staff being able to speak up and an organisation's CQC rating. She says, in trusts rated outstanding, managers are far more likely to encourage staff to speak up than in trusts rated inadequate. 

In his blog, rethinking disciplinary action in the NHS, Roger Kline looks at the cost of unnecessary disciplinary investigations, and considers how a different approach could not only save the NHS millions of pounds each year, but most importantly would benefit patient care and safety.

Jim Mackey, former chief executive of NHS Improvement, spoke at Confed17 on the importance of talking openly about bullying, and the need for individuals to call it out if, in their interactions with the NHS regulators, they feel they are being bullied.

 

 

Related documents

•  Creating a culture of civility, compassion & respect - progress report
•  Workplace bullying: measurements and metrics to use in the NHS
•  Tackling Bullying in the NHS: A collective call to action
•  Tackling Bullying in the NHS: a collective call to action - Word template
•  Creating positive cultures - updated practice poster December 2019 - Cambridgeshire Community Services NHS Trust
•  Creating positive cultures - practice posters 2018
•  Creating positive cultures - practice posters 2017

See also...

•  Latest news on building positive workplace cultures
  
•  Webinars - creating positive cultures and tackling bullying
  
•  Violence reduction
  
•  Raising concerns (whistleblowing)
  
•  Health and wellbeing