Archive for the ‘Media About Bullying’ Category
Wednesday, December 11th, 2013
The New York Times reports on a disturbing June 2012 video posted on YouTube of severe hazing within a brigade of the People’s Armed Police, a Chinese group that provides for internal security and border patrol duties. It seems the veteran troops doing the hazing filmed the event proudly. Though military in function, the group is not part of the Army. Authorities said the video “exposed serious questions about the management of our unit. We are deeply shocked, hurt and blame ourselves.”
This is the sort of mistreatment the American military hopes to eliminate within its ranks, but changing the military culture is an uphill battle.
The disgusting video appears on the next page for those with the stomach to watch the brutal nonsense that is somehow sold to new recruits as a test of honor, to be in the club.
Tags: brutality, bullying, Chinese paramilitary, hazing, People's Armed Police, rituals, violence
Posted in Broadcasts: Video, TV, radio, webinars, Media About Bullying, Print: News, Blogs, Magazines | No Archived Comments | Post A Comment (
Friday, December 6th, 2013
A Recovery Guide for
By Maureen Duffy & Len Sperry
A powerful, practical book that accurately reflects the entire bullying experience. These two clinicians, Duffy a clinical psychologist and Sperry a psychiatrist, demonstrate a deep understanding of bullied individuals and what it takes to heal them so life can be lived after bullying.The subtitle says it all — Recovery.
From the Foreword
Practical is the adjective to best describe this book. Though it is rich in citations and relies on science, applicability to real lives, real families and real organizations jumps off the pages. It tackles an admittedly complex subject with an accessible writing style that showcases illustrations and summary lists and tables. Points are driven home artfully with compassion for victims present throughout …
The blunt and truthful authors then describe how organizations create “shadow files” and do whatever it takes for administrators hide behind the myth that it is a “good and fair place to work.” Hypocritically, those employers discard good employees as though they are dispensable resources using the tactics of mobbing fueled by the hurtful power of social exclusion, ostracism …
The authors do not leave the reader submerged in the dark side of the world of work. Ultimately, the book is about hope and inspiration. So, the seventh chapter signals the shift toward a discussion of recovery from mobbing. The valuable advice flows steadily and includes gems such as “don’t make fighting the organization that mobbed you your next career.” Their wisdom extends to selecting psychotherapists who practice “trauma-informed mental health care” by taking into account the organizational, cultural and power dynamics factors that instigated the mobbing experience rather than a focus on the victim’s vulnerability …
The authors’ defiantly critique the “bad apple,” personality-dominated explanation for mobbing. They give the reader an introduction to work environments and their working parts. Personalities of perpetrators comprise only a small part …
Hooray for Duffy and Sperry’s clarity in pronouncing that banishing bullies does not end the systemic problem. As the authors write “it takes an organization” to create it, and that’s what it takes to stop it. ###
There is wisdom for organizational reps for those smart enough to apply the lessons contained inside. However, this book is primarily for bullied targets and the families who love them.
About the authors
Maureen Duffy, PhD, is a practicing family therapist and consultant specializing in workplace and school mobbing and bullying issues and an Affiliate with the Qualitative Research Graduate Program at Nova Southeastern University She provides trauma-informed psychotherapy to targets of mobbing and bullying and their families and consultation and training on workplace abuse to stakeholders including human resource managers and attorneys. She is the coauthor of Mobbing: Causes, Consequences, and Solutions.
Len Sperry, MD, PhD, is Professor of Mental Health Counseling at Florida Atlantic University and Clinical Professor of Psychiatry at the Medical College of Wisconsin. He has provided psychotherapy to mobbing victims and consulted with corporations on mobbing and bullying. He is the coauthor of Mobbing: Causes, Consequences, and Solutions.
Tags: bullied targets, Len Sperry, Maureen Duffy, Mobbing, organizational factors, self help, strategies, therapy, trauma, workplace bullying
Posted in Books, Bullying-Related Research, Good News, Hear Ye! Hear Ye! 2, Media About Bullying, Social/Mgmt/Epid Sciences, Tutorials About Bullying | No Archived Comments | Post A Comment (
Thursday, December 5th, 2013
A Nasty Piece of Work:
Translating a Decade of Research
on Non-Sexual Harassment,
Psychological Terror, Mobbing,
and Emotional Abuse on the Job
By Pamela Lutgen-Sandvik, Ph.D.
North Dakota State University
Dr. Lutgen-Sandvik is arguably one of the most prolific American academic researchers on the topic of workplace bullying. She certainly is the best informed among academics, with few exceptions.
Pam is real. From her bio, prior to earning her doctorate in organizational communication at Arizona State she worked as a social service organization administrator, first in the field of women’s advocacy and then in outpatient substance abuse treatment. Advocacy in the human services field is a rare background for academics.
Pam’s practical, kick ‘em in the shins approach to the esoteric world of academic research is revealed in the titles of some of her works — “Nightmares, demons & slaves” (can you hear Cher?), “Take this job and shove …” “Burned by bullying in America.” And her style of collecting research data was to talk with bullied targets.
This book is a compilation of her work. It is not written by an egghead. The subtitle refers to her “translating” research into plainspeak. That’s what she is profoundly good at doing well. Thus, it is ultimately readable.
The information found between the covers is useful if you are fighting a grievance, filing a complaint, embroiled in a lawsuit, or facing blank stares from HR.
The book covers many aspects of the bullying phenomenon with chapters on each — the prevalence, the stages of bullying, explaining the pain, the trauma and stigma of being bullied, how organizations become toxic, why women bully women, behavior of witnesses, and reversing the effects of bullying in individuals’ lives.
Pam dedicates the book to all those bullied individuals who bravely participated in her research.
In 2013, she moved to North Dakota State (NDSU) in 2013 to join the Department of Communication in Fargo. She continues to research, publish, and teach in the area of organizational communication at NDSU and serves as the Director of the NDSU Communication Research & Training Center. Dr. Lutgen-Sandvik is married, has two children, and lives in Moorhead, MN.
Also, in 2013, Pam attended the WBI Workplace Bullying University® training for professionals in Bellingham, Washington to which she contributed mightily.
Pam declares that
All proceeds from book sales support scientific research that seeks to reduce workplace bullying, improve workplace communications and build more respectful workplace climates.
Where else can approx. $11 accomplish all that? Buy this book for yourself and as gifts for loved ones who have been bullied at work. While shopping, also buy Overcoming Mobbing by Duffy & Sperry new this holiday season 2013, and our book, The Bully At Work. They will be forever grateful.
With Pam, our admiration is personal. She came to Bellingham to meet us Namies in 2003 before her graduate studies were finished. She came to glean all she could from Dr. Ruth. So she is more than an intellectual colleague, she is a precious friend. We bought the book. You should, too.
Tags: bullied targets, emotional abuse, Len Sperry, Mobbing, non-sexual harassment, Pamela Lutgen-Sandvik, psychological terror, research, self help, workplace bullying, workplace bullying book
Posted in Books, Bullying-Related Research, Good News, Hear Ye! Hear Ye! 2, Media About Bullying, Social/Mgmt/Epid Sciences | No Archived Comments | Post A Comment (
Tuesday, December 3rd, 2013
Mark Willus, host of the Road Dog Trucking show on ch. 128 on Sirius XM, and Dr. Gary Namie, WBI Director spent an hour together on Thanksgiving (Nov. 28) with truckers working during the American holiday. Callers Randolph (stay healthy, take time to exercise) and John (limit your hours to include life with the family) shared wisdom to avoiding exploitation by owners. Isolation exacerbates stress and truckers have to work especially hard to avoid it, all agreed. Happy holidays to all truckers. Working hard, but hardly respected for it!
Tags: dispatchers, Gary Namie, Mark Willus, owner-operators, Road Dog Radio, Sirius XM, truckers, trucking companies, workplace bullying
Posted in Broadcasts: Video, TV, radio, webinars, Media About Bullying, WBI in the News | No Archived Comments | Post A Comment (
Tuesday, December 3rd, 2013
Film clip of Dr. Oren Amitay who describes workplace bullying very accurately.
Tags: Oren Amitay, registered psychologist, Toronto, workplace bullying
Posted in Broadcasts: Video, TV, radio, webinars, Media About Bullying, Tutorials About Bullying, WBI Education | No Archived Comments | Post A Comment (
Tuesday, December 3rd, 2013
NOV. 29 UPDDATE: Flash – Shipyard president Kevin McCoy claims to have “investigated” the bullying allegation below and found “no evidence of it.” No duh! And the protesters lost a day’s pay.
By Patrick Odell, Global News, Nov. 28, 2013
Hundred of workers at Halifax’s Irving Shipyard walked off the job Thursday, angry about the way management is treating them and what they call an oppressive work environment. Ross Lord reports.
HALIFAX, NS – Workers at the Irving-owned Halifax Shipyard walked off the job Thursday morning in protest after they say a co-worker killed himself after being suspended by management.
Rick Rose of Unifor says a worker took his own life on Wednesday after he was suspended for 30 days.
Rose says the death came after a series of disciplinary actions involving various employees.
He says other employees are upset over what they say is an increase in disciplinary actions by management.
In an email statement, Irving said it was “devastated” to find out one of its workers, whom it identified as Peter MacKenzie, had died.
Police were on scene to keep things under control and so traffic doesn’t get back up. Protesters were crossing Barrington Street earlier in the morning, which caused lengthy delays for downtown commuters.
Rose says he is meeting with management today about the death and the workers’ grievances.
The intriguing angle to this bullying-suicide-protest story is that troubles began when Irving brought in an American president and he, in turn, imported an American management team. Since then, there have been 14 disciplinary dismissals. One triggering a suicide. What did they do differently? Why did the new team not acclimate to the culture of the shipyard? Were the Americans sent in to “clean up” the shipyard with respect to workers? Was previous Canadian management considered to cooperative with the union? Were the Americans sent in to bust the union?
Tags: halifax shipyard, suicides, unifor, workplace bullying
Posted in Broadcasts: Video, TV, radio, webinars, Fairness & Social Justice Denied, Media About Bullying | No Archived Comments | Post A Comment (
Friday, November 29th, 2013
No matter how you parse it, Incognito is a bully and Cobb is a white supremacist
By Patricia J. Williams, The Nation, Nov. 26, 2013
They’re curiously phrased, those expressions of sympathy by Miami Dolphins players who have lined up to defend left guard Richie Incognito’s violent behavior toward his teammate, offensive lineman Jonathan Martin. Incognito achieved particular notoriety recently for directing a hefty wet stream of racialized epithets at Martin. (“Hey, wassup, you half-[n-word] piece of [expletive]…[I'm going to] slap your real mother across the face…. I’ll kill you!”) This bullying was so relentless that Martin decided to resign from the NFL.
Despite Incognito’s extensive history of brutality (he was elected “dirtiest player” in the league), a significant number of black and white teammates have rallied around him as an “honorary” black man, incapable of racism. Incognito, it has been proffered, had merely “messed” with Martin as one would a “little brother.” Martin, by contrast, the genteel, sweater-vested Stanford classics major, has been depicted as “not really black” because he’s somehow too “soft” to stand up to a bit of friendly hazing. Most intriguing, he’s been painted as a reverse racist for even complaining.
Tags: Jonathan Martin, law professor, Nation, NFL, Patricia J. Williams, postracial, racism, Richie Incognito
Posted in Media About Bullying, NFL: Jonathan Martin, Print: News, Blogs, Magazines | No Archived Comments | Post A Comment (
Friday, November 29th, 2013
By Linda K. Greaves, Tulsa World Business Viewpoint, November 28, 2013
In a time when senseless and random acts of physical violence are occurring in our schools, the workplace, our shopping malls, airports and other public places, a more insidious and pervasive intentional violence is coming to the forefront — bullying.
In recent days, the NFL has been in the spotlight because of workplace bullying. Richie Incognito, a nine-year veteran of the Miami Dolphins was suspended for “conduct detrimental to the team” in a flurry of accusations that he bullied teammate Jonathan Martin, using racial slurs and making threats of violence against him. Martin left the team, seeking medical relief from the alleged bullying.
Bullying is defined by the Equal Employment Opportunity Commission as repeated and unwanted actions by an individual or group intending to intimidate, harass, degrade or offend. It is also an abuse or misuse of power. Bullying is psychological violence.
Legal remedies for bullying in the workplace are limited. If bullying is predicated on a protected class such as Race/Color, Religion, Sex (Gender, Pregnancy, and Sexual) National Origin/Ethnicity, Equal Pay/Compensation, Genetic information, Disability and/or Age, as defined by Title VII and the Oklahoma Anti-Discrimination Act, the victim may have a cause of action against the bully or against the employer who knowingly allows or perpetuates bullying. Other torts such as Intentional Infliction of Emotional Distress may be available to the victim, as well.
Twenty-five states, including Oklahoma, have attempted to pass some version of the model Healthy Workplace Bill since 2003, but to date, none have passed. This year, 11 states are actively considering enacting the bill, with 16 bills pending in 2013. Depending on each state’s proposed version, it generally gives a cause of action to an individual whose health is harmed by “health-harming cruelty” at work against the individual bully and/or the employer.
Bullying in the workplace not only has the potential for affecting a business through litigation, but it most certainly affects the productivity and bottom lines of companies on a daily basis. Employees who are bullied report stress, lower self-esteem, depression, anxiety, digestive upsets, high blood pressure, insomnia and post-traumatic stress disorder. As a result of these physical and psychological symptoms, absenteeism goes up; some employees cut back on work; some consider quitting; some take it out on innocent bystanders; others will steal from the job, sabotage work, damage equipment, damage the personal property of the bully or even contemplate or carry out a violent act.
Employers should be proactive. There are preventive measures that an employer can take. The employer should (1) immediately adopt and enforce a zero tolerance policy, (2) address the bullying behavior ASAP, (3) hold an awareness campaign, (4) stop and seek help if you are the bully, (5) model effective professional behavior, and (6) use facilitation, mediation or design a group for intervention/team building.
Linda K. Greaves serves as of counsel for the Tulsa office of Crowe & Dunlevy in the firm’s Labor & Employment Practice Group.
Follow the full NFL story in the Category list in the sidebar: NFL: Jonathan Martin
Tags: Healthy Workplace Bill, legislation, workplace bullying
Posted in Healthy Workplace Bill (U.S. campaign), Media About Bullying, NFL: Jonathan Martin, Print: News, Blogs, Magazines, WBI in the News, Workplace Bullying Laws | No Archived Comments | Post A Comment (
Friday, November 29th, 2013
A new study from the UK Federation of Entertainment Unions found that workplace bullying, along with harassment and discrimination, is major issue in the creative industries.
The report took center stage at the Creating without Conflict conference in London on November 19, 2013. Along with the survey results the Unions called for confidential hotlines to help their bullied members, as well as better training for management.
From The Stage
These findings come from a survey, Creating Without Conflict, compiled by the Federation of Entertainment Unions, which includes Equity, the Writers’ Guild of Great Britain, the Musicians’ Union, BECTU and the National Union of Journalists. Its aim was to assess how widespread bullying, harassment and discrimination is in the entertainment and media industries, with more than 4,000 people from across the different unions taking part. Respondents included household names and top screenwriters, as well as people at the beginning of their careers.
Tags: creating without conflict, london, survey, UK Federation of Entertaimnet unions, Unions, workplace bullying
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Wednesday, November 27th, 2013
By Linda Robertson, Miami Herald, Nov. 19, 2013
Everyone knew Jonathan Martin as “Moose” at Harvard-Westlake, an elite prep school for the children of Los Angeles’ corporate and entertainment executives that is perched among the pines of Coldwater Canyon. Martin, a 6-foot-5 football star, reflexively bent over to hug classmates upon greeting them. When he wasn’t flattening opponents with pancake blocks, he played the viola, which looked like a toy in his large hands.
“Jonathan was by far the biggest man on campus, but he was also a big puppy,” said Dave Levy, offensive coordinator for the football team. “Not a jokester, and a bar fight wouldn’t be his style. He was an achiever, as is each student here. He was a serious kid, but he always had a smile on his face and was a friend to all.”
Martin, who attended a private elementary school in Bel-Air and was raised in a neighborhood known as the “Black Beverly Hills” by Harvard-educated parents, grew up in a lush world of privilege and propriety. The Miami Dolphins locker room, where Martin said he was bullied, insulted and harassed during his first two seasons as a pro, must have seemed like an inferno.
Martin majored in classics at Stanford, and his bulk belied the poetry in his soul, but he should not have been ostracized just because he didn’t fit the NFL stereotype, his friends said.
“You can love literature and be a very tough football player,” said Andrew Phillips, a Stanford teammate. “You can be a smart athlete. That doesn’t have to be an oxymoron.”
Tags: Harvard-Westlake, Jonathan Martin, Miami Dolphins, moral courage, NFL, non-violence, Stanford, viola, workplace bullying
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